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.
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.
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.
The tone of much public discourse on the issue of women’s representation on boards has been pessimistic of late, and understandably so, given
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