41061 Unite AR22 HI-RES WEB-READY - Flipbook - Page 119
STRATEGIC REPORT
GOVERNANCE
FINANCIAL STATEMENTS
117
OTHER INFORMATION
The Committee ensures that when making Board appointments, the retained search firm places an emphasis on putting
forward candidates who would enhance the overall diversity of the Board and seeks to appoint search firms that are
signatories to the Enhanced Voluntary Code of Conduct for Executive Search Firms where practicable. On an ongoing basis,
the Committee keeps under review the tenure and experience of the Executive and Non-Executive Directors to ensure the
Board, and the respective Committees, has an appropriate and diverse mix of skills, experience, knowledge and diversity.
As described above, Nicky Dulieu was appointed to the Board on 1 September 2022 and the Board is in the process of
recruiting a further Non-Executive Director to bring additional diversity to the Board.
Board and senior leadership diversity
The Company voluntarily reports our Board and executive management diversity data, as at 31 December 2022, in
accordance with the new UK Listing Rules targets and associated disclosure requirements.
As of 31 December 2022, the Board comprised 40% women, one of the four senior positions on the Board was held by a
woman and there were no Directors from an ethnic minority background. Following Elizabeth McMeikan’s departure on
28 February 2023, the Board will comprise 33% women and one of the four senior positions on the Board will continue to be
held by a woman, following the appointment of Nicky Dulieu as Senior Independent Director with effect from 1 March 2023.
The Board is fully committed to ensuring diversity at all levels of the Company. As set out in last year’s Annual Report, the
Nomination Committee has been working to build a pipeline of diverse candidates with a view to complying with the Parker
Review’s recommendation that each FTSE 250 Board should have at least one director of colour by 2024. The Company
was promoted to the FTSE 100 in June 2022 and this, combined with the new UK Listing Rules targets, has underlined the
importance of the Company’s efforts in this area. The Board expects to make further progress against the Listing Rules
targets over the course of 2023 (including in light of the ongoing recruitment of another Non-Executive Director).
Gender identity and ethnicity as at 31 December 2022
Number of
Board members
Percentage
of the Board
Number of senior
positions on the Board
(CEO, CFO, SID and Chair)
Number in
executive
management
Percentage
of executive
management
Men
6
60%
3
6
75%
Women
4
40%
1
2
25%
Not specified/prefer not to say
0
0%
0
0
0
Number of
Board members
Percentage
of the Board
Number of senior
positions on the Board
(CEO, CFO, SID and Chair)
Number in
executive
management
Percentage
of executive
management
10
100%
4
7
87.5%
Mixed/Multiple Ethnic Groups
0
0%
0
0
0%
Asian/Asian British
0
0%
0
1
12.5%
White British or other White
(including minority-white groups)
Black/African/Caribbean/Black British
0
0%
0
0
0%
Other ethnic group, including Arab
0
0%
0
0
0%
Not specified/prefer not to say
0
0%
0
0
0%
