Carphone Warehouse 2015 Annual Report Download - page 55

Download and view the complete annual report

Please find page 55 of the 2015 Carphone Warehouse annual report below. You can navigate through the pages in the report by either clicking on the pages listed below, or by using the keyword search tool below to find specific information within the annual report.

Page out of 152

  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • 9
  • 10
  • 11
  • 12
  • 13
  • 14
  • 15
  • 16
  • 17
  • 18
  • 19
  • 20
  • 21
  • 22
  • 23
  • 24
  • 25
  • 26
  • 27
  • 28
  • 29
  • 30
  • 31
  • 32
  • 33
  • 34
  • 35
  • 36
  • 37
  • 38
  • 39
  • 40
  • 41
  • 42
  • 43
  • 44
  • 45
  • 46
  • 47
  • 48
  • 49
  • 50
  • 51
  • 52
  • 53
  • 54
  • 55
  • 56
  • 57
  • 58
  • 59
  • 60
  • 61
  • 62
  • 63
  • 64
  • 65
  • 66
  • 67
  • 68
  • 69
  • 70
  • 71
  • 72
  • 73
  • 74
  • 75
  • 76
  • 77
  • 78
  • 79
  • 80
  • 81
  • 82
  • 83
  • 84
  • 85
  • 86
  • 87
  • 88
  • 89
  • 90
  • 91
  • 92
  • 93
  • 94
  • 95
  • 96
  • 97
  • 98
  • 99
  • 100
  • 101
  • 102
  • 103
  • 104
  • 105
  • 106
  • 107
  • 108
  • 109
  • 110
  • 111
  • 112
  • 113
  • 114
  • 115
  • 116
  • 117
  • 118
  • 119
  • 120
  • 121
  • 122
  • 123
  • 124
  • 125
  • 126
  • 127
  • 128
  • 129
  • 130
  • 131
  • 132
  • 133
  • 134
  • 135
  • 136
  • 137
  • 138
  • 139
  • 140
  • 141
  • 142
  • 143
  • 144
  • 145
  • 146
  • 147
  • 148
  • 149
  • 150
  • 151
  • 152

Dixons Carphone plc Annual Report and Accounts 2014/15
Corporate Governance
53
Succession planning
At the time of the Merger consideration was given to creating
a talented board with appropriate experience and expertise
to lead the Company in its strategy. The Board has been
successful in coming together but over the next year or so
emphasis will be placed on ensuring that a full succession
planning exercise is performed to ensure continuity.
Diversity
The Board recognises the importance of diversity, including
but not limited to gender, in achieving the right mix of skills,
knowledge and experience in order to help the organisation
reach its potential. Currently 23% of the Board and 25% of
the Group Executive team are female.
The Board does not set out a target on gender balance as it
believes that candidates should be appointed on merit. The
Board will take opportunities to increase diversity as suitable
candidates present themselves. For more information on
employee diversity see page 29.
In performing its annual review the Board also looks at other
aspects of diversity relevant to the Group. For example, with
a large proportion of the business in the Nordics, we have a
Swedish non-executive director on the Board to provide
knowledge of these international markets.
Re-election
All directors will present themselves for election or re-election
at the Annual General Meeting. Each of the directors are being
unanimously recommended by the other members of the
Board due to their experience, knowledge and wider
management and industry experience, continued effectiveness
and commitment to their role.