Gender Reporting by JSE Listed Companies Award

The Gender Reporting of JSE-Listed Companies Award celebrates JSE-listed companies that have demonstrated exemplary compliance with the Johannesburg Stock Exchange (JSE) listing requirement, effective January 2017, mandating a policy on the promotion of gender diversity at board level.

Eight years since the introduction of this regulation, this award recognises companies that have not only met the technical requirements but have embraced the spirit of the rule by fostering meaningful gender diversity at board level and transparently reporting on their efforts. The award also acknowledges organisations that report on pipeline development to ensure a sustainable supply of female talent for board roles and those that consistently reference gender or gender policies in their annual reports.

As gender diversity reporting has matured since 2017, the criteria for this award in 2025 reflect higher expectations for transparency, accountability, and impact. However, the award acknowledges that organisations are at different stages of their gender diversity journey and evaluates entries relative to their progress and commitment to continuous improvement.

Criteria for entries

To ensure entries align with the award’s objectives, submissions should provide detailed, evidence-based information addressing the following criteria:

1. Compliance with JSE gender diversity reporting requirements
   • Provide evidence of the company’s gender diversity policy for board-level appointments, as required by the JSE since January 2017.
   • Detail how the board or nomination committee has applied this policy in the nomination and appointment of directors, with specific examples from the past 3–5 years.
   • Include excerpts from the company’s annual reports (2020–2024) demonstrating consistent and transparent reporting on gender diversity considerations.
     
     
2. Progress against voluntary gender diversity targets
   • Specify any voluntary gender diversity targets set for board representation (e.g., percentage of women on the board) and provide data on progress achieved.
   • Include baseline and current figures for female board representation, highlighting improvements over time and any challenges overcome.
   • Explain how these targets are monitored, evaluated, and adjusted to ensure continuous progress.
     
     
3. Pipeline development for female board talent
   • Describe initiatives to build a pipeline of female talent for future board roles, ensuring sustainable gender mainstreaming.
   • Examples may include leadership development programmes, mentorship or sponsorship for women, or partnerships with organisations promoting women in governance.
   • Provide measurable outcomes, such as the number of women prepared for board roles, appointments made from the pipeline, or specific success stories.
     
     
4. Guidance for strong entries
   • Be evidence-based: Use quantifiable data (e.g., percentage of women on the board, pipeline metrics, reporting frequency) and direct references to annual reports to demonstrate compliance and impact. Avoid vague or unsubstantiated claims.
   • Emphasise transparency and impact: Highlight how reporting goes beyond compliance to reflect genuine commitment to gender mainstreaming, with clear links to board outcomes.
   • Show progress over time: Provide a narrative of the company’s gender diversity journey since 2017, including milestones, challenges, and lessons learned.