According to the department of business, innovation and skills (2013), the percentage of women on FTSE 100 Boards was 12.5%, compared with 23.5% in 2013. Meanwhile, twenty-one out of FTSE 100 had all male boards, however, the number of all-male boards went down to zero by the year of 2015 (Lord’s Davis 2015). The situation for women in the workforce has increasingly gotten better. Whereas, men still comprise 76.5% of the boards in the FTSE 100. The current climate in the labour market appeals, overall gender pay gap includes all full-time and part-time workers combined are 19.1% (ONS 2014), women comprise the majority of lower paid jobs in occupations of nursing, social work, school teaching and librarian, compared with men.
Looking at the broad view, the factor deterring women from high achievement status is due to culture attitude, social norm and stereotyping, which pose the issue of gender segregation on certain profes...
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...mid T, Urban D 2014). On the other hand, voluntary promote women is also controversy. Lee and James discovered “the stock market reacts negatively to the appointment of female CEOs” (qtd. in Schmid Urban D 2014). However, Credit Suisse (2013) reports that the performances of Companies with more females in management outreach the others on returns on equity, and price to book value. According to McKinsey, companies across all sectors with the most women on their boards of directors significantly and consistently outperform those with no female representation – by 41% in terms of return on equity and by 56% in terms of operating results (qtd. in business in the community xxxx year). Furthermore, Schmid and Urban (2014) provided evidence of the positive correlation between female boards and companies’ performance is largely reliant on the development of the countries.
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