The recent Skytop Strategies symposium on gender equality in the C-suite and boardroom included a roundtable discussion on the differences in potential vs. performance as it relates to how board candidates are evaluated by search firms and nominating committees. The discussion drew on the research that shows that women and men are often held to different standards in corporate settings, where women are evaluated on past performance while men are evaluated on future potential (Catalyst, 2011; Barsh, 2011).
The roundtable participants made Full Article
A recent issue of the Journal of Management Education (Volume 40, Issue 3) included a rich discussion of women’s leadership development programs (WLDP). As the title suggests, the issue includes a review of themes from the latest research on WLDPs as well as recommendations for WLDPs going forward. The focus in all cases is on understanding how WLDPs can foster transformational change in individuals and organizations while fostering leadership development in both women and men.
This special issue of the ION newsletter will include a summary of the key findings and recommendations from these Full Article
ION members Network 2000 (MD) and Inforum (MI) have released updated board and executive officers for their regions; Fortune reported a decline in the number of women serving as CEO in their top 500 companies; Catalyst raises concern that one woman on a board will “become the new zero;” and financial institutions sign the Women in Finance Charter in the UK, making a commitment to improve gender diversity in their senior ranks AND tie progress to the pay of senior executives. Read more.
Researchers find that women are more likely to receive vague feedback not tied to business goals, which leads to lower evaluations and less advancement opportunity; also a single diverse candidate in a list of possibilities has 0% chance of being the final choice (but two diverse candidates significantly increases the likelihood that one of them will be selected; and could tax incentives be the answer to increasing the number of women on boards? Read More.
Companies with diverse leadership, including women in executive roles, outperform others financially, and the GAO’s report on women on boards predicts parity is at least four decades away, but only if women are added to boards at twice the rate they are today. Fast Company also reports on a new study that shows how pervasive sexual assault and harassment is in the tech industry, and researchers find consistent and surprising gender gaps in self-esteem around the world. Read more.
Annual Status Report of Russell 3000 Companies Shows Only 13 Percent of Board Members, Executive Officers Are Women NASHVILLE, Tenn., Oct. 23, 2014 /PRNewswire-iReach/ — ION has released its 10th Annual Census of women board directors and executive officers of public companies (http://ionwomen.org/ion-reports). The report includes 2014 data from 2,827 US corporations in the Russell 3000 (R3000). Key Full Article
Numerous studies have documented the direct, positive correlation between the participation of women on the boards and senior management teams and overall organizational performance (see: http://instituteonwomen.org/central-ohio-leadership-census/).
Many of these studies acknowledge that this research does not prove causation; such is difficult in any situation outside of randomized, controlled experimentation. The strength of the correlation, however, is reinforced by a number of factors that are evident from the scope of research I’ve tracked over the years.
A Harvard Business Review blog from earlier this year attempted to address the issue of when a correlation can be Full Article
News on comply and explain in Canada, what’s driving diversity success in Europe, the CEO who suggested women depend on karma for equal pay and another who described women as “just like men, only cheaper.” Also research from Aaron Dhir, the Diana Project, PwC and The Conference Board. Read more.
Disclosure of Outcomes will Promote Stakeholder Transparency, Accountability Regarding Diversity and Inclusion Policies
Nashville, Tenn. – March 6, 2014 – ION has commented on the Proposed Interagency Policy Statement authored by the OCC, BGFRS, FDIC, NCUA, CFPB, and SEC,1 which would assess the diversity policies and practices of the entities these agencies regulate. While ION welcomes the development of the joint standards, it is concerned with the emphasis placed on assessment and disclosure of the existence of diversity and Full Article