Statistics as at
JUNE 2024
Progress of Women on BoardS
Top 100 Primary-listed Companies
As at 30 June 2024
As at 30 June 2024
1
%
Statutory Boards
As at 30 June 2024
As at 30 June 2024
1
%
Top 100 Institutions of a Public Character
As at 30 June 2024
As at 30 June 2024
1
%
All sectors continue to make good progress in board gender diversity, shows the Council for Board Diversity’s mid-year data.
As at end-June 2024:
- Diversity of Top 100 Companies primary-listed on the Singapore Exchange (SGX) has climbed to 25.3% women on boards from 23.7% in end-2023 – a notable achievement. But with board appointments and cessations at an interim stage, we should wait for the final tally at the end of the year to say definitively whether gender diversity has achieved its ‘25% by 2025’ target ahead of time. (The target was introduced by the Council in 2019 to encourage board gender diversity. The next stage is 30% women on boards by 2030).
- Across all SGX-listed companies, the proportion of women directors has also increased to 17.6% from 16.1% in end-2023 – the highest 6-month change since 2015, when the Council began studying data twice yearly.
- Statutory boards continue to set pace with 34.2% of their board directorships held by women, up from 32.7% in end-2023.
- Post-revision of the Charity Code of Governance, Top 100 Institutions of a Public Character continue to make diversity in-roads, with the number of women directors growing to 31.5%, up from 31% as at end-2023. In aggregate, all IPCs have reached 34.1%.
Kudos to the business community, our public service and charity leaders for adopting board diversity – not just gender but also skill sets and experiences – which enriches decision-making, fosters innovation and strengthens the economic and social fabric!
The increasing proportion of women directors we see today has also been the effort of a supportive government, active regulators, institutions that offer director development programmes, investors, benefactors and champions of diversity.
Importantly, tapping into a wider talent pool of both men and women is only the first step in embracing, embedding and harnessing broader diversity.
