Issue link: https://maltatoday.uberflip.com/i/1447668
3.2.2022 6 MARKETS Symbol Volume Value Trades High Low Open Closing Change Code Traded Traded Trades Price Price Price Price EQUITIES BOV 21,160 17,378.59 7 0.850 0.820 0.830 0.850 0.020 HSB 20,723 19,065.16 2 0.920 0.920 0.920 0.920 0.000 IHI 48,224 29,416.92 9 0.620 0.605 0.620 0.605 -0.015 MDS 15,000 11,250.00 1 0.750 0.750 0.750 0.750 0.010 PG 10,000 23,000.00 2 2.300 2.300 2.300 2.300 0.000 RS2 5,550 9,210.50 3 1.710 1.650 1.710 1.650 -0.060 STS 16,640 17,866.50 3 1.100 1.050 1.050 1.100 0.100 TRI 50,760 70,048.80 5 1.380 1.380 1.380 1.380 -0.020 GOVERNMENT STOCKS G29A 5,000 6,638.00 1 132.760 132.760 132.760 132.760 -1.370 G30A 21,800 29,759.18 2 136.510 136.510 136.510 136.510 -1.200 G36A 20,000 23,020.00 1 115.100 115.100 115.100 115.100 -1.900 G40A 11,200 13,793.92 1 123.160 123.160 123.160 123.160 0.000 CORPORATE BONDS 1923A 20,000 20,103.00 2 101.010 100.020 101.010 100.020 -3.980 AX24A 4,500 4,648.30 2 103.300 103.250 103.300 103.250 0.000 BR31A 30,000 30,520.00 2 102.500 100.200 102.500 100.200 -0.800 CB33A 9,900 9,900.80 2 100.010 100.000 100.010 100.000 -0.020 DN33A 4,500 4,623.75 1 102.750 102.750 102.750 102.750 -0.250 EF27A 20,000 20,050.00 1 100.250 100.250 100.250 100.250 0.220 HF29A 10,000 9,950.00 2 99.500 99.500 99.500 99.500 -0.500 IH25A 1,000 1,000.70 1 100.070 100.070 100.070 100.070 -1.930 IH26A 15,000 15,136.48 3 101.240 100.500 101.240 100.500 -1.000 MM26A 34,000 34,680.00 3 102.000 102.000 102.000 102.000 0.000 MO31A 40,000 40,712.00 4 102.000 101.500 101.600 102.000 0.500 MR26A 8,000 8,100.00 2 101.500 101.000 101.500 101.000 -0.990 MS23A 13,700 13,950.50 3 101.980 100.980 100.980 101.980 0.980 MY27A 5,000 5,025.00 1 100.500 100.500 100.500 100.500 -0.500 PC26A 5,000 5,110.00 1 102.200 102.200 102.200 102.200 -0.790 PH28A 10,000 9,999.00 1 99.990 99.990 99.990 99.990 0.010 SA32A 6,400 6,651.52 1 103.930 103.930 103.930 103.930 0.540 SD27A 38,600 38,720.96 8 100.500 100.000 100.210 100.000 -0.500 SM31A 16,500 16,834.80 3 102.600 102.000 102.600 102.000 -2.000 ST27A 14,500 15,006.30 3 103.500 103.470 103.470 103.500 2.810 TG26A 12,000 12,021.00 2 101.000 100.010 101.000 100.010 -2.740 Malta Stock Exchange Reguated Main Market Trading Date: 2 February 2022 UK boardrooms could reach gender equality by 2027 PG PLC ORDINARY GENDER equality at the top of British business is increasing, but more work is needed to bring the UK into line with other European nations when it comes to CEO and board chair representation. Research by business services firm Deloitte and advocacy group e 30% Club found women now hold nearly a third (30.1%) of all UK board seats, up from one in five (19.4%) in 2019. is is an improvement on pre- vious years, given between 2016 and 2018, the proportion of wom- en-held board seats only rose 2.4 percentage points (from 20.3% to 22.7%.) e UK has now entered the top 10 countries for boardroom gender diversity, and, according to the re- port, could reach parity within the boardroom by 2027. Ann Cairns, executive vice chair of Mastercard and global co-chair of the 30% Club, a group that ad- vocates for 30% representation of women at board and executive committee levels, told HR maga- zine that she was optimistic about gender equality in the UK. She said: I see no reason why it wouldn't keep on accelerating, es- pecially as we start getting women into CEO and chair roles faster. e report revealed that globally companies with female CEOs have more gender-balanced boards com- pared with those led by male CEOs, with women making up an average of 33.5% and 19.4% respectively on either board. Women account for only 6.1% of CEOs in the UK, up just 1% on 2019. Cairns added that factors such as the Great Resignation, increased flexible work options, and more scrutiny of companies by share- holders and stakeholders, mean that the pressure is on for compa- nies to change. If companies don't respect pro- gress, she said, they will find the pool of talent available to them dry- ing up. She said: I think people vote with their feet. ey're going to go to companies that have the lowest pay gap, they're going to go to compa- nies to give them the best opportu- nities. What you could see is that the companies that are operating well are going to have the most diverse workforces. Cairns pointed to a 2019 McK- insey study showing that the top firms for gender representation were 25% more likely to report above average profits than their least gender diverse peers. She recommended HR leaders look carefully at their talent pipe- line. If you start losing one or two sen- ior women and your pipeline isn't deep enough, then you've lost your succession to the top. Many succession plans, she add- ed, get the balance wrong by failing to consider individuals' timelines. You could have a succession plan ready, with 50% men and 50% women, but where all the men are ready now. If the women are not ready for the next three to five years, you've got an imbalanced timeline in your suc- cession plan. While the UK's progress has been strong, globally, the proportion of women on boards grew by just 2.8% since 2019, to 19.7% At this rate, gender parity on boards won't be seen around the world until 2045. Jemima Olchawski, chief execu- tive of women's charity the Fawcett Society, told HR magazine that yes- terday's research agreed with their own. For women to thrive and reach positions of power, structural ine- qualities in the workplace need to be addressed.