Having women join men in the upper ranks of business was not, as hoped, just a “matter of time.” But it sure is time – to solve this.
The bronze statue of a young girl facing the Wall Street Bull will continue to provoke big firms to include more women on boards. It isn’t just the right thing to do; it’s the smart thing to do.
I got weepy when Hillary Clinton locked up the nomination for president, not for political reasons but because it is historical. I celebrate what it says about the progress of women and what it does to our images of leadership.
I don’t see gender diversity in leadership as fitting into Corporate Social Responsibility. I see gender diversity less as a moral or social issue, and more as a business or economic issue. There are, however, links between gender and CSR. Who do you think influences their companies – and their fathers—to commit more to CSR?
A friend recently worried aloud that men need protecting. Women are succeeding in higher education and may take over business! Relax. Yes, women are proportionately over-represented in the educated talent pipeline. But in business they are under-represented above the entry level, and under-compensated, compared to men. I’ll let others address why men are less successful in school and keep working on why women aren’t proportionately represented at the top.
One pillar of the business case for gender diversity in business leadership is its correlation with better financial results. Studies by Catalyst and McKinsey show strong correlations between gender diversity in senior leadership and on boards — and improved financial metrics. There are contrary studies related to board composition – showing no correlation or negative correlation. I hope researchers will help us sort through the differences. Meanwhile, I’ll say, ““Solid research by highly respected organizations, disputed by some, shows a correlation between gender diversity and results.”