The consequences of gender equality targets and recruitment practices

Rising star, governance high-flyer and instagram influencer

With an impressive 13-year career spent in corporate governance, working for a mixture of banks, global asset managers, insurance and private investment companies, Mosope Ogunjobi has an enviable track record. She is about to become a Fellow of the Institute and is one of the youngest rising stars in governance. She will shortly become a Deputy Company Secretary at Ashmore Group plc with only half the career span of 25 years typically needed to scale those heights.

Outside working hours, Mosope has a powerful presence as an Instagram influencer with an impressive 1 million followers of her popular reviews of beauty and fashion products, restaurants and hotels.

When asked if she’s ever had to break the bias at work, Mosope says, 'I’ve been lucky to have always had a positive experience of being promoted and supported by both male and female colleagues.'

'I’ve had quite a few supportive bosses over the years. When I’ve been working on a maternity cover role for example and encountered pushback from the business, I’ve had a supportive boss who’s asked for the board papers to be delivered to me by a certain time.'

Asked whether she thinks women are more visible in senior governance roles now, she says:

'The Government has given mandatory targets to FTSE 350 companies to recruit more women and that has made a real difference. These targets will help to support gender equality, to a degree, but the recruitment agencies have also done a good job of benchmarking what you would be earning in numerous organisations – FTSE 100, FTSE 250 and private companies – which is useful. Agencies such as DMJ, Core Partnership and Hays produce annual salary surveys which help to benchmark salaries for governance roles.'
'Companies I’ve worked for are all championing women at the top. For example, the Japanese bank, Sumitomo Mitsui Banking Corporation Europe Limited (SMBCE), had a female chair and a female non-executive director (NED) on its board. We also had a female CEO and chair at Direct Line Group and a female UK Country Head at BNP Paribas.'
'There is room for improvement in terms of ethnic diversity at board level, and that remains an area numerous companies are working on.'

Looking ahead, Mosope is enthusiastic and positive about the future of women in governance as she has recently seen a proliferation of roles being advertised. Every other week there is a new role being postred.

This is an encouraging sign that the sector is flourishing, despite the impact on businesses of the COVID-19 pandemic and associated lockdowns. It surely bodes well for the future of women trying to enter the governance profession.

Mosope Ogunjobi ACG

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