A Hidden Hurdle in Efforts to Diversify Boardrooms

The discussion of lower-level executives and employees gaining outside directorships mimics those that arise when rethinking ERGs, recruitment, internal pipelines, and accountability metrics. Namely, what do you do when strategy implementation creates resentment between different stakeholders?

share this post

Share on facebook
Share on linkedin
Share on twitter
Share on email

Takeaways
– 59% of new directors at S&P 500 companies last year were women or ethnic and racial minorities but boardroom turnover is incredibly slow
– Women make up 30% of directors at large listed companies while minorities account for 20%

ideascape View: This article highlights one of the biggest hurdles when it comes to executing a successful DEI agenda- conflicting priorities.

The discussion of lower-level executives and employees gaining outside directorships mimics those that arise when rethinking ERGs, recruitment, internal pipelines, and accountability metrics. Namely, what do you do when strategy implementation creates resentment between different stakeholders?

With little ROI research and limited budgets, identifying hidden costs to your diversity strategy can seem like an incredible hurdle. We have the insights to help you before you start. Talk to Jonathan Dyke for more details.

more from our team

Boards Need Real Diversity, Not Tokenism

“Too often, we limit our understanding of diversity to identity-based differences. When we do this, we overlook diversity’s true force: the unique and varied expertise and experiences that, when integrated, drive problem-solving, improve decision-making, and expand our creative potential.

here for you and your team.

Schedule a call with us to learn more about how we work with clients.