A planificação da sucessão na administração também é referida neste relatório, por si mesma e na perspectiva de “género”, pelo que vale a pena ler:
“We were pleased to find that 98 of the FTSE 100 and 94 of the next 100 companies addressed succession planning in their report. Succession planning is usually listed amongst the duties of the board and specifically within the roles and responsibilities of the Nominations Committee.
However, beyond that there is still very little consistency in what is reported. We found that succession planning is discussed in a number of ways, whether referring to internal or external candidates, for executive or non-executive roles. In analysing what is reported, some still only report non-executive succession planning in terms of replacing individual board directors, who are known to be leaving. This is really a retrospective response and does not address the more strategic issue of longer term succession planning, including the development of executive strength within the organisation. Transparency around the appointment process forms part of good corporate governance reporting and there were a number of good detailed examples of this. However, this should not replace reporting on forwardthinking succession planning. For some companies, succession planning was referenced as an outcome of board evaluation – for example, as “a desire for additional information on succession planning”.