any CEOs who make gender diversity a priority—by setting aspirational goals for the proportion of women in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and training programs—are frustrated. They and their
The boards or nominating committees of Washington public companies should promptly review the new requirements
As part of the effort to research long-term value creation across the investment value chain, FCLTGlobal has reached a significant and surprising finding: board gender diversity is as important as revenue growth in predicting a company’s long-term success.
Our research has repeatedly shown that gender and ethnic
By promoting divergent viewpoints, board diversity contributes to more deliberative decision-making processes and more effective governance.
...we find that banks with more gender diversity on their board perform better once the composition of these boards reaches a critical level of gender diversity, corresponding to a board female share of around 13-17 percent.
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