In the management, there are also many female executives. You can count how many female executives of CreditEase came to the stage to share their views at the 20 17 management meeting shown in the following two pictures.
The following article reveals that in the financial field, the distribution and layout of female managers in the company can even directly affect the performance and effect of the company.
From this perspective, the female executives owned by CreditEase have just become a little advantage of CreditEase's development, and CreditEase has also taken the lead in this respect.
Gender differences in management can represent better financial performance, better enterprise decision-making, higher sensitivity to consumer trends and stronger enterprise management.
March 8th is the United Nations Women's Rights and International Peace Day, also known as March 8th International Women's Day. From 1909 when Chicago women went on strike for their own rights and interests to today's 109, women's contribution to social development has continuously improved their social status and psychological quality, and has increasingly become an important yardstick for the progress of a civilized society.
In the traditional male-dominated financial field, a "green whirlwind" with gender differentiation in the workplace as the main standard has been set off in recent ten years, especially in the last two years.
Among them, the distribution and layout of female managers in the company even directly affects the performance and effect of fund companies.
This whirlwind is closely related to responsible investment, green finance and sustainable finance that we often hear, because more and more investors realize that in addition to the important consideration of obtaining financial returns, environment, society and corporate governance are gradually playing an increasingly important role.
We call this investment philosophy that pays attention to environment, society and corporate governance ESG (Environment, Society and Governance).
According to the report of the Global Alliance for Sustainable Investment, in 20 16 years, the total assets of professional investment included in ESG strategy worldwide was 22.89 trillion US dollars, accounting for 26% of the total global assets, an increase of 25% compared with 20 14 years.
In terms of regions, Europe, the United States and Canada occupied the top three ESG assets, and Japan became the fastest growing region of ESG investment from 20 14 to 20 16, because Japanese institutional asset owners paid more attention to the announcement and implementation of sustainable investment.
Obviously, this kind of sustainable investment has become an important force on a global scale.
What I want to discuss with you today is the gender inequality in management, that is, diversity, which appears in most enterprises and affects investment.
Gender inequality in management hinders the development of women and enterprises.
Many women who want to gain a sense of accomplishment in the workplace will feel gender inequality in different ways in their careers, such as being ignored in the workplace and being weakened in their career achievements. In terms of salary, especially in middle and senior positions, women are much less than men.
Last year, the Bank of England released the gender wage gap report 20 17. By investigating the average and median differences in hourly wages and bonuses between British male and female colleagues (as shown in the figure below), we can tell us the gender income gap.
The gap between hourly wages and bonuses between men and women
Gender wage gap report from the Bank of England 20 17.
Despite the Bank of England's efforts to support gender-neutral fair pay, as shown in the above figure, regardless of the median or average income (hourly salary and bonus) of female respondents, men have an absolute advantage in income. The median bonus of women is 25.6% lower than that of men, and the average bonus is 23.6% lower than that of men.
In addition, the diversity of corporate governance also plays many important roles-management with gender differences can represent brighter financial performance, better corporate decision-making, higher sensitivity to consumers and stronger corporate governance.
Institutions do not have enough flexibility in implementing diversification.
What needs to be faced is that although many large enterprises have put diversification on the important agenda, their pace of action is slightly slow.
A report released in June 2065438+07 by New Financial, a London think tank focusing on the capital market, investigated how asset holders, including pension funds, insurance companies and sovereign wealth funds, implement diversification (note: diversification here refers to gender diversification, not investment diversification). This kind of asset holders are the necessary source of funds for capital market and financial market, and their needs and actions have a great influence on the operation of the whole system.
New Finance surveyed 65,438+000 asset holders with global assets of more than 8 trillion US dollars, and found that diversity is on the rise in the agendas of these institutions: more than 75% institutions reflected diversity in their annual reports, and 45% institutions expressed their motivation to solve the imbalance of diversity-the top three reasons are: improving decision-making ability, attracting and retaining talents, and innovating competition.
However, there are joys and sorrows.
This survey shows that although investors are talking about diversification, it has not had a great impact on asset allocation yet. Only one-fifth of the enterprises surveyed by New Finance have set diversification goals or provided gender distribution for trustees. However, this is a bit unreasonable, because 45% of the surveyed institutions claim to be working to solve the problem of internal diversity imbalance.
Regulators value diversity.
On a global scale, diversity under corporate governance has been paid more and more attention, and many countries and regions have taken action.
According to Bloomberg Businessweek, starting from 20 18, the European Commission will require large listed companies in the EU to include diversified information in their annual reports, involving the "age, gender, education and professional background" of management. By naming and criticizing the companies with the worst diversity, regulators will focus on making diversity another consideration for investors to screen companies to assume their ESG responsibilities.
HKEx has formally implemented ESG information disclosure requirements in fiscal year 20 16, requiring companies listed in Hong Kong to disclose their environmental, social and regulatory performance every year. For social data disclosure, the frequently disclosed data include the proportion of female employees.
So what is the situation in the mainland? Women in the boardroom: a global perspective, published by Deloitte 20 17, tells us that Chinese mainland has made a lot of progress in the diversification of management in the past few years. The proportion of women in management has increased from 8.5% in 20 15 years to 10.7% in 20 17 years, and 5.4% of A-share listed companies are controlled by women-this upward trend is expected to continue and accelerate in the next few years.
The substantial impact of ESG, including diversification, on China's capital market has just begun. With the mainland attaching importance to ESG, it is expected that domestic regulators will pay close attention to and consider introducing ESG, which will have a far-reaching impact on mainland institutions to improve management diversification.
This also means that on a global scale, all-male management-either change or die.
Risk warning: investment is risky and needs to be carefully selected. This article is only for knowledge sharing, does not constitute any investment advice, and does not promise and guarantee the accuracy and completeness of the content. Past performance does not represent future performance, and investment may bring principal loss; Anyone who makes an investment decision based on this is at his own risk.
Author Wang Wei
Image source vision china
The content is reproduced from yixincaifu8.