Composition, succession and evaluation continued
Remuneration and Nomination committee report continued
Tenure
The Board’s policy regarding tenure of service,
including in respect of the Chairman, is that
any decisions regarding tenure will balance
the need to provide and maintain continuity,
knowledge, experience and independence,
against the needto periodically refresh the
Board composition to maintain an appropriate mix
of the required skills, experience, age and length
of service.
The Board does not consider that lengthy service
in itself necessarily undermines a Director’s
independence nor that each Director, including
the Chairman, should serve for a nite xed
period.
The appointment date of each Director is shown
on pages 76 and 77. In October 2024, three of
the Company’s Directors will have served on
the Board for a period of nine years. In light of
the outcome of the Strategic Review, Joanna
Dentskevich and Colin Huelin, each having
served almost nine years, do not intend to seek
re-election as non-executive Directors of the
Company at the 2024 AGM.
Succession
As a result of the vacancies created by Mrs
Dentskevich and Mr Huelin leaving the Board
in May 2024, the Company is in the process of
recruiting a new Jersey-based independent
non-executive Director to join the Board. The
recruitment and selection process are expected
to conclude before the posting of the notice of
the Company’s AGM on 20 May 2024. The Board
has engaged Maven Partners, an independent
consultant with no connection to the Company,
its Directors or the Investment Manager, for the
recruitment process.
The appointment is subject to the approval of the
JFSC and shareholder approval at the 2024 AGM.
Subject to such approvals, following the completion
of the AGM, the Board will comprise three non-
executive Directors: Mr Ohlsson, who will continue
as Chairman, Ms Fuller and the new Director. The
Board will review the composition of its committees
once the new Director is appointed.
In determining the succession plan which will
address the Board’s structure, composition and
diversity, the Remuneration and Nomination
committee have reviewed the recommended
changes to the Company’s investment policy and
objectives proposed by the Board as a result of
the Strategic Review.
As a result of the changes in Board composition
after the AGM, the Remuneration and Nomination
committee will also review each committee’s
responsibilities, composition and compensation.
Taking into consideration these matters and the
results of the 2023 internal Board evaluation,
the Remuneration and Nomination committee
have recommended the Board retain Mr Ohlsson
as Chairman to benet from his experience and
expertise. He has led the fund since its IPO in2015.
Performance evaluation
The Directors are aware of the need to
continually monitor and improve performance
and recognise that regular Board evaluation is
a valuable feedback mechanism for improving
Board effectiveness.
In line with the recommendations of the AIC
Code, an external evaluation is carried out
every three years. In intervening years, such as
this year, internal evaluations are carried out
through a questionnaire. The questionnaire is
specically designed to assess the strength
and independence of the Board, the Chairman
and the individual Directors, the performance
and focus of Board and committee meetings,
the need for additional information required to
facilitate Board discussions and each Director’s
continuing capacity. The results of the evaluation
are presented to the Remuneration and
Nomination committee and subsequently to the
Board, with any key recommendations driven
forward by the committee with assistance from
the Company Secretary and Investment Manager,
where relevant.
Diversity
Diversity is an important consideration to ensure
the Board and its committees have the right
balance of skills, experience, independence
and knowledge necessary to discharge their
responsibilities. The right blend of perspectives
is critical to ensuring an effective board and a
successful company.
Board diversity, including, but not limited to,
gender, ethnicity, professional and industry
specic knowledge and expertise, understanding
of geographic markets and different cultures,
is taken into account when evaluating the skills,
knowledge and experience desirable to ll
vacancies on the Board as and when they arise.
Board appointments are made based on merit
and calibre with the most appropriate candidate,
who is the best t for the Company, nominated
for appointment.
As a result, no measurable targets in relation to
Board diversity have been set. At the date of this
report, the Board consists of two males and two
females.
The committee believes the Directors provide,
individually and collectively, the breadth of skill
and experience to manage the Company.
The committee notes the recommendations of
the FTSE Women Leaders Review and the Parker
Review on gender and diversity, as well as the
FCA rules on diversity and inclusion on company
boards. Namely, that from accounting periods
starting on or after 1 April 2022:
a) at least 40% of individuals on the Board
should be women;
b) at least one senior Board position should
beheld by a woman; and
c) at least one individual on the Board should
befrom a minority ethnic background.
The committee continues to develop
its succession plan in line with these
recommendations, noting that both (a) and (b)
are currently satised. There are two female
Directors on the Board and one of these,
Joanna Dentskevich, holds the role of Senior
Independent Director.
As a Jersey resident company, the Board must
comprise at least two Jersey resident Directors
and, for tax purposes, each Board meeting should
be held with a majority of Directors present in
Jersey. This affects the Company’s ability to
source ethnically diverse Directors. The 2021
census of the population of Jersey showed
that of a population of 103,297, only 4.1% were
from a minority ethnic background, compared
to England and Wales which had a population of
66.8 million in 2019, of which 15.2% were from a
minority ethnic background.
In addition, the 2021/22 non-executive Director
remuneration survey conducted by PwC
Channel Islands showed that there is only one
non-executive Director identied as a member
of an ethnic minority out of 120 non-executive
Directors who participated in the survey,
representing 1,525 directorships.
In accordance with Listing Rule 9 Annex 2.1,
thetables on page 87, in the prescribed format,
show the gender and ethnic background of the
Directors.
1. 2019 is the latest ethnic data to be released for England and Wales.
86
GCP Asset Backed Income Fund Limited
Annual report and nancial statements 2023