• So why has progress been so glacial?
• What must be done to close the gender gap on corporate Boards?
• What must men do?
• What must women do?
• Is there a role for government to play?
• Both genders are equally capable to operate within a Board setting.
• Women and Men equally understand the three most important competencies: Sense of Ethics, Strategic Thinking and Judgment.
• Both genders view “Communication” from an opposing perspective.
o Women are tactful and adapt the message to their audience.
o Men are transparent and say what they feel.
• This may be a root cause why Men find it a challenge to appreciate Women’s contributions on Boards. Men find it difficult to decode Women’s messages; they can discount Women’s comments as a lack of business acumen and not take them seriously.
Some key points from his presentation that stood out were:
Avoid the “Make it Pink” Pitfall:
• Gender diversity is a cultural issue not a Women issue.
• Chairmen and CEOs must lead a cultural/behavioral change in their immediate environment to address gender diversity.
• Too many gender diversity programs are viewed as condescending and out of touch.
• Diverse organizations outperformed their non-diverse peers.
• Study from McKinsey (180 publicly traded companies in France, Germany, UK and US):
o 53% higher ROE than the bottom quartile
o 14% higher EBIT than the bottom quartile
• Catalyst published similar studies with similar results.
|Mr. Richard Joly|