We also encourage companies to develop an internal female talent pipeline and build on it when considering the appointment of a new woman at the executive management team. 2. Disclosure expectations from investee companies As part of o ur overall stewardship responsibilities on behalf of our members and clients, we will actively engage with investee companies on corporate governance issues, including the process used to identify suitable candidates for executive management teams. To provide investors with a comprehensive understanding of an investee company’s diversity and inclusion policies, practices and processes, we expect companies to be transparent regarding the procedures used to find and appoint new members to the executive management team level, and how that process ensures a diverse leadership committee. We also call on companies to provide information on how diversity materializes at every levels of management. We believe this transparency wil l allow investors and other stakeholders to understand how a gender diverse talent pipeline is built up to the top. As well as disclosures required under the revised version of the AFEP - MEDEF Code, we also expect to see evidence of a culture of commitment to gender diversity and inclusion at the executive management level , reverberating through all the layers of the hierarchy. 3. Engagement with investee companie s We will prioritize engagement with members of Nomination Committee and the board as a collective instance , as well as CEOs and Head of Human Resources , on the issue of leadership diversity to convey the high level of importance that we, and our clients and members, place on this core stewardship issue. We will raise ques tions where there is evidence that there has been a failure in the nomination process with respect to executive management diversity. We may choose to vote against the re - election of the Chair of the board o r nomination committee, particularly where there continues to be no evidence of diversity at executive management levels , and engagement with the company has not led to any satisfactory outcome. 4. Reporting We are committed to reporting, on a regular basis, e xamples of engagement activity as well as any voting activity undertaken. The engagement might be reported through case studies where collective engagement with some or all 30% Club Investor Group members has taken place. 5. Examples of best practices In addi tion to putting pressure on companies to perform better on diversity, the 30% Club Investor Group is keen to highlight examples of companies that are leading the way in this area. 6. Documentation