
The value of people expertise on corporate boards
Chief people officers' views on the challenges faced by boards when dealing with people matters and how these could be better managed

Chief people officers' views on the challenges faced by boards when dealing with people matters and how these could be better managed
With workforce issues rising rapidly up the corporate agenda, it’s critical that boards engage with, and have a good understanding of, the many complex people challenges faced by businesses.
There are increasing expectations around attracting and retaining talent, organisational change, upskilling, EDI, mental health and non-financial reporting on social aspects of the ESG agenda.
In addition, corporate failings, such as sexual harassment, discrimination, bullying, and poor working practices, present key risks that can lead to serious reputational damage if not recognised by senior leaders.
People professionals are ideally placed to advise and support on these matters. Despite this, our research shows that the majority of UK boards lack directors with people expertise and thus may not be fully equipped to deal with these risks and opportunities. In all, 99% of boards have a chief financial officer or a finance director among their board members, but just 2% have an HR director as an executive board member. We also find that only 25% of FTSE 350 companies have HR expertise on their boards (both executive and non-executive).
This report looks at the current composition of UK boards and the challenges they face when dealing with people matters, as well as the interactions of chief people officers with boards and the experience of HR professionals as non-executive directors. We look at senior people professionals’ views on mistakes made by boards, how they can add value, and make recommendations to ensure that people expertise is available to support boards and board committees.
This factsheet explores corporate responsibility and putting it into action in the workplace
Examines the origins, aims and framework of corporate governance as it exists in the UK
Research in this report suggests that improving leadership and people management can help raise the motivation and productivity of the public sector workforce
The CIPD’s biennial report exploring health, wellbeing and absence management provides invaluable trend analysis and practice insight to help employers and people professionals develop and maintain supportive, productive workplaces
Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions
Population ageing, generative AI and the green transition are reshaping job markets and skills needs, creating risks and opportunities that require policy action to support lifelong learning and career development