THE FIRST women to have a “equal” probability of becoming a FTSE 100 CEO as their male counterparts are presently three years old, according to diversity, equity and inclusion consultant and global network INvolve.
The study shows that although there has been some progress—from one female CEO in 2013 to ten in 2023—change must occur quickly if gender equality at the top of UK businesses is to be attained well before 2076.
Suki Sandhu OBE, founder and CEO of INvolve, said progress was not sufficiently rapid: “As our analysis demonstrates, the work being done for gender equality currently is clearly not moving the needle fast enough and it’s extremely disappointing. We shouldn’t have to and will not wait until 2076 to see women being offered the same opportunities as men and making it to CEO positions in the UK at the same rate as their male counterparts.”
The objectives for board gender diversity, which have been met and exceeded, and other measures to guarantee that women are given the same chances as men in business, according to INvolve, are not translating into change at the CEO level.
Although the investigation focused on the CEOs of the FTSE 100 particularly, the study’s authors claim that this problem affected all UK leadership and businesses.
LEEDS Trinity University’s vice-chancellor Professor Charles Egbu addressed the need of inclusion in the construction industry, at a seminar held by the Leeds City Council.
“The built environment should be for everyone. The more inclusive we become, the better we are able to serve the needs of all in our community,” he said.
He also mentioned how higher education institutions are trying to make the industry more inclusive and discussed ways to help encourage people to take up roles in construction.
He said: “I am also committed to diversifying the sector, developing apprenticeship programmes and championing initiatives to raise awareness on mental health issues in the construction industry.”
Leeds City Council organised the conference, which featured experts from the public and commercial sectors to discuss how inclusion would affect the built environment industry.
Professor Egbu is one of the first Black university Vice-Chancellors in the UK.
Prior to his current role at Leeds Trinity, Professor Egbu was Dean of the School of Built Environment and Architecture at London South Bank University, Head of the School of Built Environment at the University of Salford, and held academic posts at University College London, Glasgow Caledonian University and Leeds Beckett University (formerly Leeds Metropolitan).
Earlier this year, Professor Egbu was appointed as an Honorary Fellow of the Royal Institute of British Architects (RIBA) in recognition of his contribution to architecture.
BLACK, ASIAN, and ethnically diverse pharmacists are underrepresented in senior positions in England, according to the Pharmacy Workforce Race Equality Standard (PWRES) research, which shows that female pharmacists are disproportionately affected.
The report on racial equality in pharmacy teams working for the NHS, which was released on 27 September, also showed that pharmacy team members of Black, Asian, and minority ethnic origin reported more harassment, bullying, and abuse, had worse career advancement, and had more experiences with discrimination than their white counterparts.
It shows that black, Asian and minority ethnic women were underrepresented at higher NHS ‘Agenda for change’ (AfC) banding: in March 2022, they made up 31.9 per cent of pharmacists overall, 24.2 per cent of whom were at band 8a or above. The data show a steep decline in representation from band 8a (27.6 per cent) to band 9 (5.9 per cent).
A higher percentage of black, Asian and minority ethnic pharmacy team members (25.3 per cent) than white pharmacy team members (21.1 per cent) reported harassment, bullying or abuse from fellow NHS staff in 2021. The report said this trend was evident since at least 2015.
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