This section includes the information required pursuant to articles 3:32, §2 and 3:6, §2, 6° of the BCCA.
Diversity at Board and Executive Committee Level is part of the overall Diversity, Equity and Inclusion ambition of UCB, as described in the Diversity, equity and inclusion section of this report and to which it is expressly referred.
Diversity at the Board level
For the Board of Directors, all legal requirements in Belgium have been followed and have been integrated into the Board recruitment and nomination process. When replacements or appointments for the Board are considered, UCB systematically takes into account how it will enhance gender diversity of the Board.
The Board is currently made up of 13 members of which 5 women and 8 men, with 5 nationalities represented (see also above). The chair of the Board in 2020 was also a woman.
Following the General Meeting held on April 30, 2020, the diversity characteristics for the Board can be visualized as follows:
Diversity at the Executive Committee level
For our Executive Committee roles, we do monitor the talent pipeline from a diversity perspective, ensuring a robust and diverse succession plan is in place, and any recommendations for future composition are made firmly on this basis. Generally and in relation to succession planning for UCB leaders in relation to diversity, focus is on simulating gender balance scenarios and ensuring a well-rounded senior leadership pipeline that has been exposed to diverse professional and cultural experiences. The Executive Committee members have also embarked with other leaders on a multi-step program to address unconscious bias and develop inclusive teams and leadership. Generally, key HR process (including in recruitment and reward) have been reviewed to ensure DE&I principles are embedded in the process and systems.
Today, UCB’s executives come from a diverse education and multi-disciplinary professional backgrounds. As of July 2020, the committee was made up of 9 members of which 3 women and 6 men with 5 nationalities represented.
At the end of 2020, the diversity characteristics for the Executive Committee can be visualized as follows:
The size of the Executive Committee is designed to focus on the company’s core activity areas with agility, allowing UCB to further evolve its patient value strategy.
The approach today is not to formalize diversity, equity and inclusion in a set of policies, but to actively promote a culture and practice of diversity, equity and inclusion.
To learn more about diversity, equity and inclusion in general at UCB visit Diversity, equity and inclusion section .