LEADERS IN TOP 200 ASX COMPANIES


KEY SERIES

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	2002		2003		2004		2006		2008		2010
	no.	%	no.	%	no.	%	no.	%	no.	%	no.	%
Males	150	98.7	188	95.9	191	97.0	194	97.0	196	98.0	194	97.0
Females	2	1.3	8	4.1	6	3.0	6	3.0	4	2.0	6	3.0
(a) ASX Top 200 Census data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 Census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) 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) EOWA Census 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 and 30 April 2010. Source: Equal Opportunity for Women in the Workplace Agency (EOWA), Australian Census of Women in Leadership.

RELATED SERIES

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	2002		2003		2004		2006		2008		2010
	no.	%	no.	%	no.	%	no.	%	no.	%	no.	%
Males	1,089	91.9	1,360	91.8	1,337	91.8	1,358	91.3	1,379	91.7	1,344	91.6
Females	96	8.1	121	8.2	119	8.2	129	8.7	125	8.3	123	8.4
(a) ASX Top 200 Census data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 Census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) 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) EOWA Census 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 and 30 April 2010. Source: Equal Opportunity for Women in the Workplace Agency (EOWA), Australian Census of Women in Leadership.

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	2002		2003		2004		2006		2008		2010
	no.	%	no.	%	no.	%	no.	%	no.	%	no.	%
Executive managers (c)
Males	1,225	91.6	1,596	90.0	1,695	88.6	1,634	88.0	1,518	89.3	na	na
Females	113	8.4	178	10.0	219	11.4	222	12.0	182	10.7	na	na
Executive key management personnel (d)
Males	na	na	na	na	na	na	na	na	1,071	93.0	1,196	92.0
Females	na	na	na	na	na	na	na	na	81	7.0	104	8.0
na not available. (a) ASX Top 200 Census data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 Census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) 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) EOWA Census 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 and 30 April 2010. (c) Includes non-executive directors. (d) In 2010, the data was collected only for key executive 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: Equal Opportunity for Women in the Workplace Agency (EOWA), Australian Census of Women in Leadership.

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	2002		2003		2004		2006		2008		2010
Executive managers (c)	no.	%	no.	%	no.	%	no.	%	no.	%	no.	%
Males	152	100.0	196	100.0	197	100.0	200	100.0	200	100.0	na	na
Females	72	47.4	101	51.5	117	59.4	121	60.5	109	54.5	na	na
Executive key management personnel (d)
Males	na	na	na	na	na	na	na	na	nya	100.0	197	100.0
Females	na	na	na	na	na	na	na	na	nya	34.9	75	38.1
na not available. nya not yet available. (a) ASX Top 200 Census data for 2002, 2003 and 2004 was based on a population of less than n=200. The 2002 Census (n=152) excluded trusts and overseas based companies. For the 2003 (n=196) and 2004 (n=197) 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) EOWA Census 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 and 30 April 2010. (c) Includes non-executive directors. (d) In 2010, the data was collected only for key executive 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: Equal Opportunity for Women in the Workplace Agency (EOWA), Australian Census of Women in Leadership.

COMMENTARY



At 30 April 2010, only six Chief Executive Officers (CEOs) of the top 200 ASX companies (3%) were female. Females occupied only 8% of the board directorships (123 out of 1,467 seats) and 8% of total executive manager positions (104 out of 1,300) in these companies.

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)

CEOs IN TOP 200 ASX COMPANIES

The Australian Government Equal Opportunity for Women in the Workplace Agency (EOWA) collects information on women in executive management and board director positions by conducting a census of Australia's top 200 companies listed on the Australian Stock Exchange (ASX 200). The 3% of CEOs of the top 200 ASX companies at 30 April 2010 who were females (six CEOs) compares to 2% in 2008 (four CEOs) and 4% (eight CEOs) in 2003.


BOARD DIRECTORS IN TOP 200 ASX COMPANIES

The proportion of board directorships of the top 200 ASX companies occupied by women (8% or 123 out of 1,467 seats) hasn't changed from 2008 when 125 out of 1,504 seats were occupied by women. The number of board directorship seats held by women has changed little from 2003 (121 actual seats) to 2010 (123 seats). However, while the number of women holding board seats in larger companies may be increasing over time, compositional change within the top 200 ASX companies may mask this development. 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 EOWA collects information on female board directors by industry groups classified according to Global Industry Coding System (GICS).




Among the top 200 ASX companies, the industry groups with the highest proportion of female board directors at 30 April 2010 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; Media; and Utilities.

EXECUTIVE MANAGERS IN TOP 200 ASX COMPANIES

On 30 April 2010, 8% of executive managers in the top 200 ASX companies were women (104 out of 1,300). In 2010, executive managers were termed as 'executive key management personnel' and this excluded non-executive directors. By applying the same definition to 2008 figures, 7% of executive management personnel positions were occupied by women (81 out of 1,152).The proportion of companies with at least one female executive manager increased from 25% in 2008 to 38% in 2010. (Endnote 2)

It is not possible to compare the proportion of female executive managers (executive key management personnel) in 2010 and 2008 with the proportions in previous years due to the definitional change. However, the comparison between 2008 and previous years can be made by applying the old definition of executive managers. Using the old definition, there were 182 out of 1,700 executive managers (11%) who were female in 2008, down from 12% (222 out of 1,856) in 2006, but up from 8% (113 out of 1,338) in 2002.


Line and support positions

People in line manager positions in a company have responsibility for profit-and-loss or direct client service. 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 2)

At 30 April 2010, out of the 1,300 executive key management personnel positions, 81% (1,047) were line manager roles and remaining 19% (253) were support manager roles. Women held 4% of the line manager roles and 24% of the support manager roles.

In 2008, by applying the old definition of executive managers, women occupied 6% of line manager roles and 23% of support manager roles. The proportion of line manager roles occupied by women declined from 2006 (7%) while the proportion of support manager roles occupied by females did not change (23%).



ENDNOTES

1. Australian Bureau of Statistics, 2010, Measures of Australia's Progress, 2010, (cat. no. 1370.0) <www.abs.gov.au>.
2. Equal Opportunity for Women in the Workplace Agency (EOWA), 2010, Australian Census of Women in Leadership, 2010 <www.eowa.gov.au>.



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