Hickman, Eleanore; (2020) Diversity, merit and power in the c-suite of the FTSE100. Doctoral thesis (Ph.D), UCL (University College London).

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Abstract

This research seeks to contribute to the boardroom diversity debate by examining gender and ethnicity in the c-suite of the FTSE 100, both theoretically and empirically. The research considers the c-suite appointment process through the lens of UK Corporate Governance Code guidance to appoint on merit. From an empirical perspective, the research has two strands. Firstly, it gathers and analyses profile data on the FTSE 100 c-suite, for both 2016 and 2017. Secondly, with reference to the guidance of the Code, it analyses corporate diversity statistics in light of corporate diversity policies provided in the annual reports. Key findings of the research include support for the theory that homosocial reproduction among the FTSE 100 c-suite is still prevalent, and disadvantages women and ethnic minorities. The findings suggest there are higher barriers to c-suite entry, particularly for women. Analysis of annual reports suggests that the majority of the FTSE100 have managerialised the meaning of diversity and most appointment policies create little to no obligation to genuinely consider diversity. The research argues that it is a mis-use of the merit concept and the distribution of power that is perpetuating the c-suite’s lack of diversity.

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