At Berendsen each new board appointment must complement the rest of the board in terms of independence, skills, knowledge and experience and we will therefore always appoint on merit judged against objective criteria taking into account diversity considerations.
Although gender diversity is a key area of focus throughout the group, the board considers all diversity issues in the broadest sense including, but not limited to, nationality and ethnicity. As a multinational business, it is crucial that the board considers all diversity practices that could affect its efficiency and leadership.
Our gender diversity policy ensures that, where possible, each time a member of senior management or a director is recruited at Berendsen at least one of the shortlisted candidates is female. Although gender diversity is a key area of focus throughout the group, the board considers all diversity issues in the broadest sense including, but not limited to, nationality and ethnicity.
The committee was disappointed that it was unable to shortlist a female candidate for the final stage of the appointment of the new Chief Executive Officer, although a number of female candidates were interviewed at an earlier stage in the process. This decision was based on the overall quality of the candidates considered, with the three very best on merit all happening to be male in this instance. The board continues to comprise 29% female directors, in excess of its stated minimum target of 25% female directors. We have noted the recommendation in Lord Davies' final report on women on boards that a target of 33% female board representation be achieved by FTSE 350 companies in the next five years, and will review our policy in light of this during 2016.
Gender statistics 2015