Women on Executive Committees in Multinationals Awards

Women on Executive Committees in Multinationals Awards recognises multinational companies that have made significant progress in advancing gender diversity within their executive committees by appointing women to senior leadership roles and/or developing structured pipeline programmes to prepare women for such positions. This award celebrates organisations that demonstrate a commitment to measurable outcomes, innovative support programmes, and proactive succession planning, ensuring women are judged on their expertise, leadership, and strategic contributions rather than their gender.

The award acknowledges that achieving meaningful female representation at the executive level requires intentional efforts, including talent development and systemic change. It honours multinationals that have not only increased the number of women in executive roles but have also created sustainable pathways for future female leaders to thrive.

Criteria for Entries

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

1. Number of Women in Executive Management
   • Specify the total number of members on the executive committee (ExCo) and the number of women in these roles.
   • Provide the percentage of female representation on the ExCo and highlight progress made over the past 3–5 years.
   • Include brief profiles of female ExCo members, detailing their qualifications, experience, and key contributions to the organisation’s strategy and performance.
     
     
2. Women as Board Directors
   • Indicate how many female ExCo members also serve as executive directors on the company’s board of directors.
   • Specify their board roles (e.g., executive director, committee member) and describe how their ExCo and board responsibilities intersect to drive organisational success.
   • Highlight any leadership roles (e.g., chair of a board committee) held by these women on the board.
     
     
3. Roles Occupied by Women on the ExCo
   • List the specific roles held by women on the ExCo (e.g., CEO, CFO, COO, Chief Human Resources Officer, Regional President).
   • Provide examples of how these women have influenced strategic decisions, driven business outcomes, or championed governance and compliance initiatives.
   • Emphasise the diversity of roles to demonstrate that women are represented across core business functions, not limited to traditional areas like HR or communications.
   • Detail specific programmes or initiatives designed to support and empower women currently serving on the ExCo. Examples may include leadership coaching, mentorship by senior executives, access to global networks, or tailored professional development opportunities.
   • Provide evidence of programme impact, such as improved retention, enhanced performance, or specific contributions linked to these initiatives.
     
     
4. Succession pipeline programmes for women
   • Describe structured programmes aimed at identifying, developing, and preparing women for ExCo roles in the short and long term. Examples may include talent identification frameworks, leadership academies, sponsorship programmes, or partnerships with external organisations promoting women in leadership.
     
     
5. Provide measurable outcomes, such as the number of women in the pipeline, promotions to senior roles, or specific milestones achieved over a defined period.
   
   
6. Guidance for Strong Entries
   • Be precise and data-driven: Use quantifiable metrics (e.g., percentages, timelines, programme outcomes) and avoid vague or anecdotal claims.
   • Highlight strategic impact: Demonstrate how female ExCo members contribute to governance, strategy, and business success, emphasising merit and leadership.
   • Show progress over time: Provide a clear narrative of how the organisation has evolved in terms of female representation and pipeline development, including challenges addressed.
   • Focus on systemic change: Highlight how programmes are embedded in the organisation’s culture and governance framework, ensuring sustainability.