EBA欧洲银行-EBA-Op-2016-10-28Report-on-the-benchmarking-of-diversity-practices29_23页_868kb

EBA Report Summary: Benchmarking of Diversity Practices

Core Content

This report presents an analysis of diversity data collected from 873 institutions across 29 EU and EEA Member States, representing 14.30% of a total of 6,103 institutions. The data includes information on diversity policies and the actual composition of management bodies, with a focus on gender, age, geographical provenance, and educational/professional backgrounds. The EBA aims to benchmark diversity practices at the EU level and will continue to do so periodically.

Main Objectives

• To assess the diversity of management bodies in credit institutions and investment firms.
• To evaluate the effectiveness of diversity policies in achieving gender balance.
• To identify trends and disparities in diversity practices across Member States.

Key Findings

Diversity Policies

• Only 307 (35.53%) of the 864 institutions that provided information on diversity policies had already adopted one.
• The adoption of diversity policies varies significantly between Member States.
• Most institutions with a diversity policy also include gender diversity as a key component, but only 69.06% of these have a gender-specific target.
• Some institutions set a target of 0% for the under-represented gender, which contradicts the spirit of Directive 2013/36/EU.

Gender Diversity

• Female representation in executive director positions is very low (13.63%).
• Female representation in non-executive director positions is also low (18.90%).
• Over 69.42% of institutions have only male executive directors.
• Female executives are most commonly found in the younger age group, but their proportion decreases significantly with age.
• Investment firms have the lowest level of female representation, and significant institutions generally have less than smaller institutions.

Age Diversity

• Diversity regarding the age of directors is limited, with only a few institutions addressing it.
• The average age of non-executive directors is higher than that of executive directors, which may explain the lower female representation in the supervisory function.
• Larger institutions tend to have more diverse age compositions due to larger management bodies.

Educational and Professional Background

• Diversity in educational and professional backgrounds is more prevalent than in other diversity aspects.
• Many institutions already meet the diversity targets related to these aspects.
• This diversity helps ensure a broader range of knowledge, skills, and experience within the management body.

Geographical Provenance

• Geographical diversity is mainly a concern for large, internationally active banks.
• It is important for institutions to have directors with expertise relevant to the markets they operate in.

Summary of Figures

Figure 1: Number of institutions with diversity and gender diversity policies

• 35.53% of institutions have a diversity policy.
• 69.06% of institutions with a diversity policy include gender diversity.

Figure 2: Gender policy objectives

• 92 institutions set a 0% target for the under-represented gender.
• Only 56 institutions indicated a non-zero target without a specific percentage.

Figure 3: Institutions meeting gender diversity targets

• Only a small percentage of institutions meet their set gender diversity targets.
• Larger institutions have a higher chance of meeting the targets.

Figure 4: Time frame for achieving gender diversity targets

• Most institutions do not specify a timeline for achieving their gender diversity targets.
• Only a few have planned timelines, and most of these had not yet adopted a diversity policy.

Figure 5: Other aspects of diversity

• Age diversity is included in 18.17% of diversity policies.
• Geographical provenance is included in 15.63% of policies.
• Educational background is included in 23.61% of policies.
• Professional background is included in 27.20% of policies.

Figure 6: Executive directors by age and gender

• Female representation is highest in the youngest age group.
• The percentage of female executive directors is 13.63%.

Figure 7: Non-executive directors by age and gender

• Female representation is highest in the youngest age group.
• The percentage of female non-executive directors is 18.90%.

Figure 8: Representation of women in executive director positions

• The lowest representation is found in smaller credit institutions and investment firms.
• The highest representation is found in larger credit institutions.

Figure 9: Representation of women in non-executive director positions

• The lowest representation is found in smaller credit institutions and investment firms.
• The highest representation is found in large credit institutions.

Figure 10: Newly recruited directors by gender

• There is a slight increase in the number of female directors recruited in 2014.
• The majority of newly recruited directors are still male.

Figure 11: Newly recruited female directors by Member State

• Some Member States show a significant increase in female recruitment.
• Others show a decrease or no change.

Conclusion

The EBA report highlights the need for more comprehensive diversity policies and practices across EU institutions. While some progress has been made, particularly in the recruitment of female directors, the overall representation remains low. The report emphasizes that diversity in management bodies can improve decision-making and reduce groupthink, and that the European Commission will review the appropriateness of diversity benchmarking by the end of 2016.