Recommendations

Recommendations for Organisations

Recommendations By Stakeholder Groups

Board Chair & CEO Actions	Investors and Regulators	Business organisations and advisors	Executive Search	B4BB	Government
1. Demonstrate visible leadership commitment to achieving gender balance on boards and executive teams with clear messaging and strong accountability for results. 2. Monitor succession for Chair, Senior Independent Director, and Senior leadership roles to ensure gender balance. 3. Collaborate to ensure achieving gender balance remains linked to business strategy. 4. Work to eliminate all-male board and leadership environments. 5. Set a goal of at least 50% of new appointments to board and leadership teams to be female. 6. Consider increasing board and leadership team sizes to provide immediate opportunities.	1. Engage with boards and CEOs to promote and insist on targeted actions to achieve gender-balanced leadership. 2. Monitor the progress of boards in achieving gender balance and use influence and/or voting power to secure progress where appropriate. 3. Work with boards to develop and expand the criteria for board membership.	1. Engage with business leaders, directors, and boards to promote and support actions to achieve gender-balanced leadership. 2. Promote a broader conversation to include developing the internal pipeline as well as recruiting externally. 3. Collaborate to support the gathering and benchmarking of data across industries.	1. Actively promote and support gender-balanced search and selection processes, ideally through a commitment to the Executive and Board Resourcing Code 2019 developed by the 30% Club Ireland and Ibec. 2. Broaden and deepen candidate networks and support processes to access the entire pool of female talent and experience. 3. Challenge organisations to take the extra time which may be required to build more balanced interview lists.	1. Monitor and report on progress against targets for boards and leadership teams of listed companies, large Irish-owned private companies and multinational companies operating in Ireland. 2. Engage with major companies and key business influencers to raise awareness and to share models of good practice. 3 .Promote a broader conversation to include developing the internal pipeline as well as recruiting externally. 4. Communicate the business impact from more gender balanced boards, leadership teams and organisations.	1. Continue to address structural issues which affect women’s full participation in Irish business life, including flexible working practices, more equal sharing of caring responsibilities, measures to support women in science and technology and women entrepreneurs, and in particular, the high cost of childcare 2. Monitor the achievement of targets set out in this report and consider other measures if targets are not achieved 3. Require large private companies to publish gender information on their board members

Board Chair & CEO Actions

Investors and Regulators

Business organisations and advisors

Executive Search

B4BB

Government

1. Demonstrate visible leadership commitment to achieving gender balance on boards and executive teams with clear messaging and strong accountability for results.

2. Monitor succession for Chair, Senior Independent Director, and Senior leadership roles to ensure gender balance.

3. Collaborate to ensure achieving gender balance remains linked to business strategy.

4. Work to eliminate all-male board and leadership environments.

5. Set a goal of at least 50% of new appointments to board and leadership teams to be female.

6. Consider increasing board and leadership team sizes to provide immediate opportunities.

1. Engage with boards and CEOs to promote and insist on targeted actions to achieve gender-balanced leadership.

2. Monitor the progress of boards in achieving gender balance and use influence and/or voting power to secure progress where appropriate.

3. Work with boards to develop and expand the criteria for board membership.

1. Engage with business leaders, directors, and boards to promote and support actions to achieve gender-balanced leadership.

2. Promote a broader conversation to include developing the internal pipeline as well as recruiting externally.

3. Collaborate to support the gathering and benchmarking of data across industries.

1. Actively promote and support gender-balanced search and selection processes, ideally through a commitment to the Executive and Board Resourcing Code 2019 developed by the 30% Club Ireland and Ibec.

2. Broaden and deepen candidate networks and support processes to access the entire pool of female talent and experience.

3. Challenge organisations to take the extra time which may be required to build more balanced interview lists.

1. Monitor and report on progress against targets for boards and leadership teams of listed companies, large Irish-owned private companies and multinational companies operating in Ireland.

2. Engage with major companies and key business influencers to raise awareness and to share models of good practice.

3 .Promote a broader conversation to include developing the internal pipeline as well as recruiting externally.

4. Communicate the business impact from more gender balanced boards, leadership teams and organisations.

1. Continue to address structural issues which affect women’s full participation in Irish business life, including flexible working practices, more equal sharing of caring responsibilities, measures to support women in science and technology and women entrepreneurs, and in particular, the high cost of childcare

2. Monitor the achievement of targets set out in this report and consider other measures if targets are not achieved

3. Require large private companies to publish gender information on their board members