10 consultants in Top 100 influential LGBT executives

21 October 2015 Consultancy.uk

OUTstanding in Business and the Financial Times have released their ‘Top 100 most influential LGBT executives’ ranking. The list is topped by Inga Beale, CEO of Lloyd’s of London, and contains 10 professionals active in the professional services industry, of which Claudia Brind-Woody, Vice-President and Managing Director of IBM, is the highest ranking.

Top 100 most influential LGBT executives
The ‘Top 100 most influential LGBT executives’ list is an annual ranking released by OUTstanding in Business, a UK-based non-profit networking group that campaigns for LGBT rights in the workplace, and the Financial Times. The list recognises leaders that have had a large impact on promoting a LGBT workplace, both within their own organisation and in the broader UK business community. First publicised in 2013, the top 100 ranks executives and senior managers, across a wide range of industries, based on the influence and impact they have had on welcoming LGBT individuals, as well as looking at their recent significant achievements.

OUTstanding - FT Times - ‘Top 100 most influential LGBT executives’

This year’s list is topped by the CEO of Lloyd’s of London Inga Beale. “She has […] been instrumental in the launch of Pride@Lloyds, an internal LGBT employee resource group, and has supported LGBT insurance employee network LINK.”  Alan Joyce, CEO of Qantas Airways, is found on second place and Antonio Simoes, CEO of HSBC Bank, on third.

Consulting industry
In the top 100, ten executives from consulting firms are to be found, with Claudia Brind-Woody, Vice-President and Managing Director of IBM, securing the highest spot on fifth place. She is closely followed by Beth Brooke-Marciniak, Global Vice-Chair of Public Policy at EY (#7) Sander van ‘t Noordende, Group Chief Executive Products at Accenture (#10) and Liz Bingham, Partner at EY (#11).

10 consultants in Top 100 most influential LGBT executives

LGBT allies
In addition to the top 100, the researchers also created a top 30 of most influential ‘allies’ – friends, colleagues and employers who make it their duty to create safe, inclusive workplaces. Mark Zuckerberg, Founder and CEO of Facebook, secures the #1 spot. The list also contains five allies from the consulting industry. The highest ranking goes to Greg Case, President and CEO of Aon, found on seventh place. Steve Varley, Chairman of EY, secures a #13 spot, Lis Brown, Managing Director of Accenture, a #18 spot,  Nancy Ngou, Partner at EY Advisory, the #20 spot and Sharon Thorne, Managing Partner of Deloitte, is found on #22.

Greg Case - Steve Varley - Lis Brown - Nancy Ngou - Sharon Thorne

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Women remain underrepresented in UK's hospitality industry leadership

12 April 2019 Consultancy.uk

Female engagement at the top level of the UK hospitality industry is still lagging, with the vast majority of decision-making roles continue to be held by men. Only 7% of the industry’s FTSE 350 CEOs are women; however, the pay gap in hospitality and leisure is far better than in other industries, at a median of approximately 7%.

The hospitality, travel and leisure (HTL) sector is one of the UK’s largest employers, with 3.2 million people working in its segments. Despite a poor 2018 in terms of tightening consumer spending, the industry is still one of the top sectors in terms of economic activity, hitting £130 billion last year – besting the UK’s automotive, pharmaceutical and aeronautical sectors’ combined activities.

While the industry is one of the country’s largest employers, it still faces considerable issues around diversity at the top. New analysis from PwC has explored the matter, as well what initiatives the industry has engaged to open up its top ranks to a more diverse background.

Female representation at board level for UK companies and HTLs

According to a survey of CEOs, Chairs or HR Directors of over 100 of the most significant leisure businesses across the UK, the hospitality industry has a relatively male-dominated top level. This lags behind the FTSE 100, where companies have female board level representation at 32.2%. Meanwhile, the figure for the combined executive committee and direct reports stands at 28%. This is well above FTSE 250 levels, where female board level representation stands at 22.4% and executive committee & direct reports stand at 27.8%.

For the hospitality industry as a whole, board level representation came in at 23.6%, with FTSE 350 for the industry performing slightly better at 25.1%, while non-listed companies performed considerably worse at 18.2%. The firm notes that the figures hide that while some companies are making strides to improve equality, others are not moving forward – with the positive result reflecting more often the good work of some, while others are not taking the issue seriously in their agenda setting.

Blind spot

The study states, however, that while the overall numbers are relatively strong, the industry has a number of acute weaknesses. These include CEO numbers, with only 7% of HTL FTSE 350 companies helmed by women and 11% of non-listed companies led by female CEOs. Meanwhile, female chairs at FTSE 350 companies for the sector stand at zero. In terms of wider diversity representation, only 1 in 33 leaders at industry companies is from a BAME background.

Pay gap for HTL and hospitality

The report noted discrepancies between FTSE 100 companies and FTSE 250 in terms of improving the number of women at executive level. The majority have met the Hampton-Alexander Review target of 33% women at board level, up from around 25% in 2016. However, the remaining ~40% are not on target, and are unlikely to meet the target by 2020. A similar trend is noted when it comes to executive committee and direct reporting numbers.

Jon Terry, Diversity & Inclusion Consulting Leader at PwC, said, "To make real progress in diversity and inclusion, businesses need to elevate it onto the CEO’s agenda and align diversity & inclusion strategy to the fundamentals of the business."

Tracking progress FTSE 250 level

However, one area where hospitality travel and leisure companies are outperforming other companies in the wider UK economy, is the mean and median pay gap between men and women. PwC found that the median of the wider UK economy comes is approximately 14% – with upper quartile companies noted for a gap of low 20%, and lower quartile companies noted for differences of around 2%.

The median pay gap for HTL comes in at well below 7%, with the median close to parity. There are considerable differences, however, with hospitality at 7%, while travel comes in considerably higher, at 22%. The latter figure reflects fewer women in higher paid pilot and technical positions within the industry.