Seven FTSE 100 boardrooms without a single woman

Cable: "Doing nothing is not an option anymore”

Vince Cable has warned the seven remaining FTSE 100 companies without a single woman in their boardrooms that “doing nothing was not an option anymore”.

 In a letter sent to the chairman and chief executive of each business, he made clear that he wanted a “significant female presence” on every board by 2015.

There were 21 FTSE 100 companies solely directed by men at the beginning of the Coalition government two and a half years ago, but mining specialists Xstrata, Glencore, Kazakhmys, Vedanta and Antofagasta, chemicals manufacturer Croda and Melrose, which specialises in performance improvement of businesses, are still to make changes in the way they’re managed.

The Business Secretary added that it was “not about equality, [but] good governance and good business”, and that “diverse boards [benefit] from fresh perspectives, opinions and new ideas which ultimately serve the company’s long term interests”.

This announcement came five days after the World Economic Forum in Davos, Switzerland, held a panel about women in economic decision-making, where Christine Lagarde, head of the IMF, called for greater gender equality in companies.

She accused companies of only giving jobs to women when they are “a basket case, a lost cause”, and that gender diversity and inclusiveness were important for humanity, as well as business.

Out of the 2500 people who attended the conference, 83 per cent were male, which accurately mirrors reality, as women currently make up only 16 per cent of all FTSE boards.

Companies were also criticised for overturning the gender imbalance by simply appointing female non-executive directors, who arguably have less power and influence on a day-today basis.

Only 20 per cent of boards have female executive directors, and Burberry and Imperial Tobacco are the sole two FTSE 100 UK companies to be run by women – respectively Angela Ahrendts and Alison Cooper.

The European Commission proposed to resolve this by making it mandatory for companies to have 40 per cent female directors on their boards, but several EU nations, including the UK, are opposed to the idea.

UK ministers want companies to have at least one female director for every three men by 2015 but do not back quotas, preferring to encourage a voluntary approach.

A study published by Randstad UK last December showed that this opinion was shared by women currently working in business, with 73 per cent of respondents saying that “self-doubt” was the main reason for women holding back, and only 6 per cent backing compulsory quotas.

Vince Cable wants every FTSE board to have a significant women presence by 2015

Marie le Conte is a freelance journalist.

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Stability is essential to solve the pension problem

The new chancellor must ensure we have a period of stability for pension policymaking in order for everyone to acclimatise to a new era of personal responsibility in retirement, says 

There was a time when retirement seemed to take care of itself. It was normal to work, retire and then receive the state pension plus a company final salary pension, often a fairly generous figure, which also paid out to a spouse or partner on death.

That normality simply doesn’t exist for most people in 2016. There is much less certainty on what retirement looks like. The genesis of these experiences also starts much earlier. As final salary schemes fall out of favour, the UK is reaching a tipping point where savings in ‘defined contribution’ pension schemes become the most prevalent form of traditional retirement saving.

Saving for a ‘pension’ can mean a multitude of different things and the way your savings are organised can make a big difference to whether or not you are able to do what you planned in your later life – and also how your money is treated once you die.

George Osborne established a place for himself in the canon of personal savings policy through the introduction of ‘freedom and choice’ in pensions in 2015. This changed the rules dramatically, and gave pension income a level of public interest it had never seen before. Effectively the policymakers changed the rules, left the ring and took the ropes with them as we entered a new era of personal responsibility in retirement.

But what difference has that made? Have people changed their plans as a result, and what does 'normal' for retirement income look like now?

Old Mutual Wealth has just released. with YouGov, its third detailed survey of how people in the UK are planning their income needs in retirement. What is becoming clear is that 'normal' looks nothing like it did before. People have adjusted and are operating according to a new normal.

In the new normal, people are reliant on multiple sources of income in retirement, including actively using their home, as more people anticipate downsizing to provide some income. 24 per cent of future retirees have said they would consider releasing value from their home in one way or another.

In the new normal, working beyond your state pension age is no longer seen as drudgery. With increasing longevity, the appeal of keeping busy with work has grown. Almost one-third of future retirees are expecting work to provide some of their income in retirement, with just under half suggesting one of the reasons for doing so would be to maintain social interaction.

The new normal means less binary decision-making. Each choice an individual makes along the way becomes critical, and the answers themselves are less obvious. How do you best invest your savings? Where is the best place for a rainy day fund? How do you want to take income in the future and what happens to your assets when you die?

 An abundance of choices to provide answers to the above questions is good, but too much choice can paralyse decision-making. The new normal requires a plan earlier in life.

All the while, policymakers have continued to give people plenty of things to think about. In the past 12 months alone, the previous chancellor deliberated over whether – and how – to cut pension tax relief for higher earners. The ‘pensions-ISA’ system was mooted as the culmination of a project to hand savers complete control over their retirement savings, while also providing a welcome boost to Treasury coffers in the short term.

During her time as pensions minister, Baroness Altmann voiced her support for the current system of taxing pension income, rather than contributions, indicating a split between the DWP and HM Treasury on the matter. Baroness Altmann’s replacement at the DWP is Richard Harrington. It remains to be seen how much influence he will have and on what side of the camp he sits regarding taxing pensions.

Meanwhile, Philip Hammond has entered the Treasury while our new Prime Minister calls for greater unity. Following a tumultuous time for pensions, a change in tone towards greater unity and cross-department collaboration would be very welcome.

In order for everyone to acclimatise properly to the new normal, the new chancellor should commit to a return to a longer-term, strategic approach to pensions policymaking, enabling all parties, from regulators and providers to customers, to make decisions with confidence that the landscape will not continue to shift as fundamentally as it has in recent times.

Steven Levin is CEO of investment platforms at Old Mutual Wealth.

To view all of Old Mutual Wealth’s retirement reports, visit: products-and-investments/ pensions/pensions2015/