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4125.0 - Gender Indicators, Australia, Jan 2013  
Previous ISSUE Released at 11:30 AM (CANBERRA TIME) 30/01/2013   
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LEADERS IN TOP 200 ASX COMPANIES





KEY SERIES



CHIEF EXECUTIVE OFFICERS (CEOs) IN TOP 200 ASX COMPANIES (a)(b)

2002
2003
2004
2006
2008
2010
(c)2012

Top 200 ASX companies

Males
no.
150
188
191
194
196
194
195
%
98.7
95.9
97.0
97.0
98.0
97.0
96.5
Females
no.
2
8
6
6
4
6
7
%
1.3
4.1
3.0
3.0
2.0
3.0
3.5

(a) Data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 Workplace Gender Equality Agency (WGEA) census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) WGEA census, ASX de-duplicated several companies listed twice because of the different types of securities listed by the same company. For more information on ASX 200 companies see Glossary (Democracy, governance and citizenship).
(b) Based on companies listed on the ASX 200 Index as at 15 June 2002, 31 March 2003, 30 June 2004, 1 February 2006, 1 February 2008, 30 April 2010 and 30 April 2012.
(c) Data for 2012 included two companies that each had two CEOs sharing duties - hence a total of n=202 CEOs for that year.

Source: Workplace Gender Equality Agency (WGEA), Australian Census of Women in Leadership.





RELATED SERIES


CHIEF EXECUTIVE OFFICERS (CEOs) IN TOP 500 ASX COMPANIES (a)

2002
2003
2004
2006
2008
2010
(b)2012

Top 500 ASX companies

Males
no.
na
na
na
na
na
na
490
%
na
na
na
na
na
na
97.6
Females
no.
na
na
na
na
na
na
12
%
na
na
na
na
na
na
2.4

na not available.
(a) Workplace Gender Equality Agency (WGEA) census based on companies listed on the ASX 500 Index as at 30 April 2012.
(b) Data for 2012 included two companies that each had two CEOs sharing duties - hence a total of n=502 CEOs for that year. For more information on ASX 500 companies see Glossary (Democracy, governance and citizenship).

Source: Workplace Gender Equality Agency (WGEA), Australian Census of Women in Leadership.






BOARD DIRECTORS IN TOP 200 AND 500 ASX COMPANIES (a)(b)

2002
2003
2004
2006
2008
2010
2012


Top 200 ASX companies

Males
no.
1,089
1,360
1,337
1,358
1,379
1,344
1,260
%
91.9
91.8
91.8
91.3
91.7
91.6
87.7
Females
no.
96
121
119
129
125
123
177
%
8.1
8.2
8.2
8.7
8.3
8.4
12.3

Top 500 ASX companies


Males
no.
na
na
na
na
na
na
2,883
%
na
na
na
na
na
na
90.8
Females
no.
na
na
na
na
na
na
292
%
na
na
na
na
na
na
9.2

na not available.
(a) Workplace Gender Equality Agency (WGEA) data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 WGEA census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) WGEA census, ASX de-duplicated several companies listed twice because of the different types of securities listed by the same company. For more information on ASX 200 and 500 companies see Glossary (Democracy, governance and citizenship).
(b) Based on companies listed on the ASX 200 Index (and ASX 500 Index where applicable) as at 15 June 2002, 31 March 2003, 30 June 2004, 1 February 2006, 1 February 2008, 30 April 2010 and 30 April 2012.

Source: Workplace Gender Equality Agency (WGEA), Australian Census of Women in Leadership.







EXECUTIVE MANAGERS IN TOP 200 ASX COMPANIES (a)(b)

2002
2003
2004
2006
2008
2010
2012

Executive managers (c)

Males
no.
1,225
1,596
1,695
1,634
1,518
na
1,357
%
91.6
90.0
88.6
88.0
89.3
na
88.5
Females
no.
113
178
219
222
182
na
176
%
8.4
10.0
11.4
12.0
10.7
na
11.5

Executive key management personnel (d)

Males
no.
na
na
na
na
1,071
1,196
1,142
%
na
na
na
na
93.0
92.0
90.3
Females
no.
na
na
na
na
81
104
122
%
na
na
na
na
7.0
8.0
9.7

na not available.
(a) Workplace Gender Equality Agency (WGEA) data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 WGEA census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) WGEA census, ASX de-duplicated several companies listed twice because of the different types of securities listed by the same company. For more information on ASX 200 companies see Glossary (Democracy, governance and citizenship).
(b) Based on companies listed on the ASX 200 Index (and ASX 500 Index where applicable) as at 15 June 2002, 31 March 2003, 30 June 2004, 1 February 2006, 1 February 2008, 30 April 2010 and 30 April 2012.
(c) Includes non-executive directors.
(d) In 2010, the data was collected only for executive key management personnel (excluding non-executive directors) of the companies. Only 197 companies reported executive key management personnel in 2010. For 2008, the data for key management personnel was collected as peripheral of the total executive managers data and was available for only 172 companies. For more information see Glossary (Democracy, governance and citizenship).

Source: Workplace Gender Equality Agency (WGEA), Australian Census of Women in Leadership.






PROPORTION OF TOP 200 ASX COMPANIES WITH AT LEAST ONE MALE/ FEMALE EXECUTIVE MANAGER (a)(b)

2002
2003
2004
2006
2008
2010
2012

Executive managers (c)

Males
no.
152
196
197
200
200
na
198
%
100.0
100.0
100.0
100.0
100.0
na
100
Females
no.
72
101
117
121
109
na
101
%
47.4
51.1
59.4
60.5
54.5
na
51.0

Executive key management personnel (d)

Males
no.
na
na
na
na
na
197
190
%
na
na
na
na
100.0
100.0
98.4
Females
no.
na
na
na
na
na
75
76
%
na
na
na
na
34.9
38.1
39.4

na not available.
(a) Workplace Gender Equality Agency (WGEA) data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 WGEA census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) WGEA census, ASX de-duplicated several companies listed twice because of the different types of securities listed by the same company. For more information on ASX 200 companies see Glossary (Democracy, governance and citizenship).
(b) Based on companies listed on the ASX 200 Index (and ASX 500 Index where applicable) as at 15 June 2002, 31 March 2003, 30 June 2004, 1 February 2006, 1 February 2008, 30 April 2010 and 30 April 2012.
(c) Includes non-executive directors.
(d) In 2010, the data was collected only for executive key management personnel (excluding non-executive directors) of the companies. Only 197 companies reported executive key management personnel in 2010. For 2008, the data for key management personnel was collected as peripheral of the total executive manager data and was available for only 172 companies. For more information see Glossary (Democracy, governance and citizenship).

Source: Workplace Gender Equality Agency (WGEA), Australian Census of Women in Leadership.









COMMENTARY

LEADERS IN TOP 200 ASX COMPANIES


The 2012 Workplace Gender Equality Agency (WGEA) Australian Census of Women in Leadership reported that only seven (3%) Chief Executive Officers (CEOs) of the top 200 ASX companies were female. Females occupied only 12% of board directorships (177 out of 1,437 seats) and 10% of executive key management positions (122 out of 1,264) in these companies.

The top 500 ASX companies provides a broader view of women in leadership within corporate Australia compared to just the top 200 ASX companies. Even at this level, only 2% (12) of CEO positions and 9% of board directorships (292 out of 3,175 seats) were occupied by women.

Corporate leadership is an important aspect of governance in Australian society. The business sector drives our economy, influences policy, and provides leadership and support in the community. Gender diversity in corporate leadership indicates the level of access and support available for women to take up business leadership roles. (Endnote 1)

The WGEA has historically collected information on women in executive management and board directorships by conducting a census of Australia's top 200 companies listed on the Australian Stock Exchange (ASX 200). In 2012, this was expanded to include information for the top 500 ASX companies.

The Australian Census of Women in Leadership data is compiled by the WGEA from the most recent annual report issued prior to each census reference date. The latest WGEA census reference data was 30 April 2012. Most companies publish their annual reports within a few months of the end of their financial year which, most commonly, will end on either 30 June or 31 December. (Endnote 1)

CEOs IN TOP 200 ASX COMPANIES OVER TIME

The 2012 WGEA census reports that only 3% (or seven) of CEOs in top 200 ASX companies were female. This compares to 3% (six CEOs) in the 2010 WGEA census, 2% (four CEOs) in the 2008 WGEA census, and 1% (two CEOs) in the 2002 WGEA census.


BOARD DIRECTORS IN TOP 200 ASX COMPANIES

In the 2012 WGEA census, female board directors comprised 12% (177) of all directorships (1,437 seats) in the top 200 ASX companies. This was an increase since the 2010 WGEA census, where 8% (123) out of 1,467 seats were occupied by women. Prior to the 2010 WGEA census, there was no change in relative and absolute terms, since the 2003 WGEA census. The number of board directorship seats held by women was 121 (or 8% of all seats) in the 2003 WGEA census, and 123 (or 8% of all seats) in the 2010 WGEA census.

However, monitoring the number of women holding board seats can be complicated by compositional changes to the top 200 ASX companies over time. For example, companies with relatively higher female representation on their boards (e.g. from the finance sector) may be replaced in ASX ranking by companies with much lower female representation on their boards (e.g. from mining), and, of course, the reverse may occur.

Board directors by industry

The WGEA collects information on female board directors by industry groups classified according to the Global Industry Classification Standard (GICS). (Endnote 2)






Among the top 200 ASX companies in the 2012 WGEA census, the industry groups with the highest proportion of female board directors were Insurance; Consumer Services; Banks; Software and Services; and Diversified Financials. In contrast, the Automobile and Components industry group had no female board directors. Other industry groups with the proportion of female board directors at 5% or less were Capital Goods; Materials; and Media.

EXECUTIVE MANAGERS IN TOP 200 ASX COMPANIES

Executive management is not a precisely defined area. The 2012 WGEA Australian Census of Women in Leadership reports on two definitions. The first is the 'executive management team' which comprises the most senior person in the organisation and those who report directly to that person. The second, 'executive key management personnel', is defined by the Australian Accounting Standard (AASD124) as the executive members of a company who have authority and responsibility for planning, directing and controlling the activities of the entity, directly or indirectly. Being subject to an Australian Accounting Standard means that the second definition is the most valid for comparing across companies. (Endnote 3)

The 2012 WGEA census reports that 122 (10%) executive key management personnel in ASX top 200 companies were women. In absolute and relative terms, this reflects a small increase since the 2008 WGEA census (when data was first collected on key management personnel), where 81 (7%) executive key management personnel were women. The 2012 WGEA census also reported that 39% of top 200 ASX companies had at least one female member of their executive key management personnel, up from 35% in the 2008 WGEA census.

Unlike data based on 'executive key management personnel', data based on the 'executive management team' have been collected since the 2002 WGEA census. The 2012 WGEA census reports that 176 (11%) executive management positions were held by women. This is lower than the peak during the 2006 WGEA census, where 222 (12%) executive management positions were held by women, but higher than the 2002 WGEA census, where 113 (8%) executive management positions were held by women.

Line and support positions

People in line manager positions in a company have responsibility for profit-and-loss or direct client services. Support manager positions provide functional support to the line operations. Experience in line manager positions is considered essential for employees seeking to rise to the top corporate positions. (Endnote 3)

The 2012 WGEA census reports that out of 1,240 executive key management personnel positions, 81% (1,009) were line management roles and the remaining 19% (231) were support management roles. Women held 6% of these line management roles and 22% of support management roles. This differed little to the 2010 WGEA census, where 4% of women were in line management and 24% were in support management.

Information on line and support positions was not available prior to the 2010 WGEA census based on the executive key management personnel definition. But applying the definition of 'executive management team' to earlier WGEA census years, in 2008 women occupied 6% of line manager roles and 23% of support manager roles. For line manager roles, this represented a decline from 7% in the 2006 WGEA census. However, the proportion of support manager roles occupied by females did not change (23%) over this period.







ENDNOTES

1. Australian Bureau of Statistics, 2010, Measures of Australia's Progress, 2010, (cat. no. 1370.0) <www.abs.gov.au>.
2. For further information on the Global Industry Classification Standard (GICS) see GICS - Australian Securities Exchange - ASX and Standard & Poor's Dow Jones Indices.
3. Workplace Gender Equality Agency (WGEA), 2012, Australian Census of Women in Leadership, 2012 <www.wgea.gov.au>.




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