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Cecabank Report 2018
About Cecabank
Gender diversity on the Board of Directors.
Furthermore, in applying the
Suitability Policy
, Cecabank acknowledges the
value of the diversity in the composition of the Board of Directors and the
importance of having Directors that are capable of contributing various points
of view, perspectives, skills, experiences and professional careers, both in
the debates within the Board and in its decision-making processes, which,
ultimately drives the improvement of the Board’s decisions. As a result,
Cecabank will encourage diversity in the Board of Directors so its composition
is diverse, taking into account the structure of the CECA - Cecabank group, in
which CECA is the majority shareholder.
The
procedure to select Board members
shall, to the extent possible,
incorporate a broad set of qualities and competences, with the aim of
achieving a diversity of points of view and experiences and encouraging
independent opinions and solid decision-making within the Board
of Directors.
To this end, the following aspects relating to diversity will be considered,
among others:
academic and professional profile, age and gender.
Regarding gender, Cecabank must ensure that the selection and evaluation
processes comply with the principle of non-discrimination and equal
treatment are not subject to implicit biases that hinder the selection of
women and adopt measures that include women with the professional profiles
among the potential candidates.
The bank has established the
representation target of women on the
Cecabank Board of Directors as at least 50%
of the Independent board
members.Tocalculate this percentage, in the event the number of
Independent board members is uneven, it shall be rounded up to the next
whole number.
Furthermore, the representation of women on the Board of Directors will
be subject to an upward trend, with the ultimate objective being to reach
an equal balance of men and women on the Board. In order to reach this
objective, vacancies that arise on the Board and its different Committees
shall be taken into account.
Evolution of Female Board Members joining the Board of Directors:
Body
2014
2016
2017
2018
Board of Directors
9.09%
16.67%
21.4%
23.1%
Appointments Committee
0%
25%
25%
25%
Audit Committee
33,3%
25%
40%
40%
Risk Committee
25%
25%
40%
40%
Remuneration Committee
0%
25%
33.3%
33.3%
3 | 3.2
Evolution of the no. Directors
2014
2016
2017
2018
2014
2016
2017
2018
2014
2016
2017
2018
2014
2016
2017
2018
2014
2016
2017
2018
Appointments
Committee
Audit
Committee
Risk
Committee
Remuneration
Committee
Board
of Directors