The discussions
around board gender diversity are not new.
Not exact matches
«In the financial industry, there's been a lot of debate, post — financial crisis,
around different approaches to risk and
gender difference,» says Brenda Trenowden, global head of funds at ANZ Banking Group in London and a member of the steering committee of the 30 % Club, which works to get more women on corporate
boards.
As CtW commented this time
around, «While Ms. Friedman herself brings a modicum of
gender diversity to the
board, her failure to address the
board's broader composition over her 21 year tenure suggests that the
board will be better served by replacing her with a fresh and diverse nominee.»
Another example is the wealth of evidence from
around the world that shows that company
boards that are more
gender - balanced perform better.
Initially, the BOE was hesitant to speak up; one member of the school
board said that because the Superintendent is female, they had tiptoed
around in an effort to be sensitive to potential
gender dynamics issues.
I recently wrote about how women on
boards is better for financial returns, laying out a foundation for those who may be less familiar with the terminology
around diversity and inclusion and providing a strong «business case» for
gender equality among decision - makers based on the most recent research.
In many respects, I have written this series to arm those in our profession wanting to demystify some of the mythology
around diversity and inclusion surrounding
gender,
boards, and corporate social responsibility.