Paul Hastings presents the fifth edition of Breaking the Glass Ceiling: Women in the Boardroom, our comprehensive survey of the legislative, regulatory, and private sector developments impacting the representation of women on corporate boards globally.
Faced with a variety of forces — including an increasingly complex business environment and an unprecedented pace of change and disruption; a growing number and variety of business risks; and intensifying investor focus on the composition, diversity and quality of the boardroom — S&P 500 boards are gradually reshaping.
When BlackRock, the world’s largest fund manager, took companies to task for the lack of women on corporate boards earlier this year, it struck a chord with Julie Gorte.
In a multi-year analysis of a 2007–2015 EEOC database of the San Francisco Bay Area workforce employed by technology companies, we find that there were no major shifts in upward mobility for racial minorities in climbing the management ladder to become executives.
Over the last several years, competing notions of “diversity” have emerged. In many corners, the traditional definition, focused on demographic diversity, has been eclipsed by a new concept centered on experiential or cognitive differences.
...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.
