Canada: The Canadian Securities Administrators Call For Clear And Meaningful Gender Diversity Disclosure

The Canadian Securities Administrators recently released the results of their third review of compliance with the new gender diversity disclosure rules.

In 2015, new rules were implemented pursuant to National Instrument 58-101 – Disclosure of Corporate Governance Practices which require Canadian public companies to disclose, on an annual basis, certain information regarding women in executive positions and on boards (the Gender Disclosure Rules). The Canadian Securities Administrators (CSA) have closely monitored compliance with the Gender Disclosure Rules since their coming into effect. On September 28, 2015, the CSA published a summary of the findings of their review of compliance with the Gender Disclosure Rules by companies that had released their annual proxy circulars or annual information forms by July 31, 2015 (Year 1), and on September 28, 2016, the CSA published an updated set of findings, this time focusing on compliance by companies that had released their annual disclosure by July 31, 2016 (Year 2) (see a previous article summarizing the results of the Year 2 findings here).

Building on their two previous annual reviews, the CSA published a summary of the findings of their review of compliance with the Gender Disclosure Rules by companies that had year-ends between December 31, 2016 and March 31, 2017 (Year 3) on October 5, 2017. The Year 3 findings are based on a sample size of 660 issuers.

Overall, the Year 3 findings reveal positive, although somewhat modest, improvement since Year 2 and cumulatively since Year 1 with respect to women's representation on boards and in executive officer positions.

While the Year 3 findings indicate that most issuers comply with the Gender Disclosure Rules by reporting annually on gender diversity, common deficiencies in the quality of the disclosure provided were noted by the CSA. The Year 3 findings underscore the importance of clear and meaningful disclosure that goes beyond vague or boilerplate statements.

As reiterated by the CSA, the Gender Disclosure Rules require TSX-listed (and other non-venture) companies to provide disclosure with respect to their gender diversity practices at senior leadership levels with a view to increased transparency for investors and stakeholders making investment and voting decisions. To achieve this objective, the Gender Disclosure Rules go beyond simply requiring issuers to disclose the number and percentage of women on their board of directors and in executive officer positions. They also compel them to adequately describe:

  1. any term limits for directors or other mechanisms of board renewal;
  2. their written policies relating to the identification and nomination of women directors;
  3. how they consider the level of representation of women when identifying and selecting directors and executive officers; and
  4. their gender diversity targets with respect to their boards and executive officer positions, and their annual and cumulative progress in achieving these targets.

Issuers who have not adopted these practices are required to explain why not.

Results of the CSA Year 3 Review

The CSA's Year 3 findings reveal the following (with meaningful differences as compared to Year 1 and Year 2 noted):

BOARDS OF DIRECTORS

  • Number of Women. 61% disclosed having at least one female director (up 6% over Year 2 and up 12% over Year 1). While 26% of board vacancies in Year 3 were filled by women, the overall percentage of board seats occupied by female directors remained relatively consistent at 14% (up 2% over Year 2 and up 3% over Year 1).
  • Policies Regarding the Representation of Women. 35% disclosed having adopted a written policy relating to the identification and nomination of women directors, representing a significant increase over previous years (up 14% over Year 2 and up 20% over Year 1). Only 1% failed to provide disclosure with respect to policy adoption (down 1% over Year 2 and down 7% over Year 1).
  • Targets Regarding the Representation of Women. 11% set targets for the representation of women on their boards (up 2% over Year 2 and up 4% over Year 1), with larger issuers, as measured by market capitalization, being more likely to adopt such goals. Of issuers with targets for the representation of women on their boards, 90% aimed to fill 25% or more of their board seats with women and 57% declared having already achieved their stated targets. Similar to Year 2 and Year 1, the reason most often cited by issuers for not adopting gender diversity targets with respect to their boards is that candidates are selected based on merit.
  • Consideration of the Representation of Women. 65% of issuers disclosed that they consider the representation of women as part of their director identification and nominating process (down 1% over Year 2 and up 5% over Year 1). 37% of issuers that disclosed that they consider the representation of women on their board provided disclosure as to how it was considered.
  • Term Limits. 21% adopted director term limits (up 1% over Year 2 and up 2% over Year 1), most often in the form of age limits (50%) or a combination of age and tenure limits (27%). Of issuers who did not set director term limits and who disclosed their reasons for not doing so, the vast majority stated that they did not adopt such measures because they felt that doing so may negatively impact the continuity and experience on their board.

EXECUTIVE OFFICERS

  • Number of Women. 62% disclosed having at least one female executive officer (up 3% over Year 2 and up 2% over Year 1).
  • Targets Regarding the Representation of Women. 3% set formal targets for the representation of women in executive officer positions in Year 3 (up 1% over Year 2 and Year 1, respectively).
  • Consideration of the Representation of Women. 58% disclosed that they consider the representation of women when making executive officer appointments (no change in relation to Year 2 and up 5% over Year 1). 34% of issuers that disclosed that they consider the representation of women in executive officer positions provided disclosure as to how it was considered.

In keeping with its previous annual reviews, the CSA's Year 3 findings reiterate that companies that have policies or targets in place achieve better representation of women in senior leadership positions. As the CSA continues to monitor gender diversity, issuers should be mindful of providing clear and meaningful disclosure. The CSA's Year 1 findings, which set out disclosure examples, remain a useful tool for issuers.

Wondering what you can do to support the trend towards greater gender diversity on corporate boards? See the following article: Getting Women on Corporate Boards: How Can Women Capitalize off of the Trend Toward Gender Diversity?

To view the original article click here

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Authors
 
In association with
Related Topics
 
Related Articles
 
Up-coming Events Search
Tools
Print
Font Size:
Translation
Channels
Mondaq on Twitter
 
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
 
Email Address
Company Name
Password
Confirm Password
Position
Mondaq Topics -- Select your Interests
 Accounting
 Anti-trust
 Commercial
 Compliance
 Consumer
 Criminal
 Employment
 Energy
 Environment
 Family
 Finance
 Government
 Healthcare
 Immigration
 Insolvency
 Insurance
 International
 IP
 Law Performance
 Law Practice
 Litigation
 Media & IT
 Privacy
 Real Estate
 Strategy
 Tax
 Technology
 Transport
 Wealth Mgt
Regions
Africa
Asia
Asia Pacific
Australasia
Canada
Caribbean
Europe
European Union
Latin America
Middle East
U.K.
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions

Mondaq.com (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of www.mondaq.com

To Use Mondaq.com you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.

Disclaimer

The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.

General

Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions