Board Diversity assesses the composition of a company’s board of directors to ensure that its members bring a variety of perspectives, experiences and backgrounds - including gender, race/ethnicity, age, nationality, disability status, professional expertise and tenure - so that governance is robust, innovative and aligned with stakeholder needs. It covers:

• demographic diversity – representation of women and under-represented ethnic, cultural, LGBTQ+ and disability groups on the board;
• functional and experiential diversity – balance of skills (finance, legal, ESG, technology), industry knowledge and leadership backgrounds;
• tenure and independence – mix of long--serving and recently appointed directors alongside truly independent members to combine institutional memory with fresh viewpoints;
• succession and pipeline planning – formal processes to identify and recruit diverse board candidates, including use of external search firms and diverse candidate slates;
• policies and targets – board-approved diversity goals, disclosure of progress and linkages to nomination-committee charters;
• monitoring and reporting – regular assessment of board composition metrics, diversity-related competencies and external benchmarking, with transparent disclosure in annual and governance reports.