Practical considerations when formulating a diversity policy

• Articulate the benefits of diversity, including gender diversity, and the importance of being able to attract, retain and motivate employees from the widest possible pool of available talent.
• Express the issuer’s commitment to diversity at all levels, including gender, age, cultural and educational background, and professional experience.
• Assess the issuer’s diversity profile annually, including the gender balance of directors and senior management and their direct reports, and its progress on achieving its diversity objectives.
• Ensure that the recruitment and selection practices at all levels (from the board downwards) are appropriately structured so that a diverse range of candidates is considered.
• Focus on the development of a diverse pipeline - identify and implement programmes that will assist in building a broader pool of skilled and experienced employees for future senior management and board positions, and report on the outcome of such programmes (e.g. their impact on improving diverse representation at the more senior levels).