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拥抱委员会多样性:超越数字

Despite the media attention on issues of diversity, the pace of progress around diversity in corporate boardrooms remains challenging. Half—49.5 percent—of United States boards in the U.S. Russell 3000 Index currently have two or more female directors, but only 17 percent of the total of boardroom seats on the Index are由女性持有.

加拿大的数据类似,三分之一的公司董事会仍然是全部男性,只有15%的董事会席位披露多伦多证券交易所公司被妇女持有,升至60%的标准普尔/ TSX60公司,其反映在较大组织中通常更高的女性代表性。

授权的兴起

为应对性别多样性缓慢,一些国家和各国对船上的妇女设定了配额。挪威第10年前的女性代表的授权配额;比利时,意大利和法国有配额,荷兰授权公司“遵守或解释”30 percent target.

这些国家的董事会的性别多样性增加了回应。例如,最近对大型欧洲公司的研究表明,法国在董事会上有44%的女性代表,意大利有36%的代表性,比利时有32%的表现。

2018年10月,加利福尼亚州成为首批任务任务的美国国家,该公司在加利福尼亚州注册成立于加利福尼亚州,总部位于加利福尼亚州的主要美国股票交易所,至少有一名女董事于2019年底,至少有三名女董事。到2021的收盘.

Institutional investors are also taking action. For example, State Street Global Advisors will参加投票行动对伴随矩阵ies without at least one woman on the board from 2020 in the U.S., UK and Australia, and in 2021 in Canada, Europe and Japan. Similarly, the Canada Pension Plan Investment Board recently announced its policyto参加投票行动at its investee public companies if the board has no women directors.

可疑的热情

On their part, many directors report that they are keen to increase gender diversity. More than 50 percent of U.S. and Canadian boardshave goals for board diversity和89 percent have had conversations about diversifying board composition during the past two years. But other surveys suggest some of the mixed feelings about these discussions. In a 2018 PwC survey (with 81 percent male respondents), more than half of the respondents said that board diversity efforts are driven by political correctness, and nearly half think shareholders are too preoccupied with the topic.

所有这些努力提出了问题:性别多样性是否物质,我们是否会对这个问题推动错误的解决方案?答案似乎是:它取决于 - 它可能取决于正在解决的问题。

In terms of company performance, meta analyses of gender studies have found virtually no relationship between the gender diversity on the board and company performance. As one沃尔顿的研究员注意到:“在董事会上将女性没有商业案例。”同样,研究人员还指出:“没有将男人放在董事会上的商业案例。”

Boards Should Reflect the Real World

然而,董事会性别多样性可以影响其他领域,例如利用社区,客户和员工参与。Women compriseabout half of the total U.S. workforce, hold half of all management positions and are responsible for almost 80 percent of all consumer spending.

非多样化的董事会必须询问自己:他们如何有效地引导公司与日益多样化的选区有效?

Non-diverse boards must ask themselves: How effectively are they guiding the companies in engaging with these increasingly diverse constituencies? All-male boards may face hard questions in an era of “Me Too” or rising pressures on reporting gender gaps in pay.

The real benefits of gender diversity—and all diversity—is typically perceived in sometimes hard-to-measure factors such as more fulsome and rounded discussions in the boardroom that enhance strategy and risk oversight. It is in this benefit and for this reason that boards should focus on diversity. Directors overwhelmingly agree that one of the board’s key roles is to guide the organization’s strategic direction for the long term, and for that, diversity of thought in the boardroom is vital.

The Imperative for Cognitive Diversity

如果我们希望更好的董事会能够真正引导战略方向,我们需要真正的认知多样性在会议室内。认知多样性可以定义为透视或信息处理样式的差异,并且不会因性别,种族或年龄等因素而预测。然而,当个人思考和参与新的,不确定和复杂的情况时,通常会揭示认知多样性.

许多董事已经承认增加认知多样性的重要性。国家企业董事协会(NACD)研究发现,加强董事会认知多样性的必要性是制定董事会多样性目标的关键因素。

强调认知多样性将更加注重输入和招聘新董事会成员的进程的多样性。董事会及其提名和治理委员会需要与执行的搜索公司,协会和其他网络合作,以获得更广泛和更多样化的潜在候选人。

您的董事会已准备好迎接未来的风险吗?

目前,大多数董事是从现任董事会成员和执行团队的已知网络招募的招聘,尽管使用高管搜索公司的趋势越来越趋势。鉴于公司管道中数量有限的妇女,如果董事会希望在船上增加妇女或种族多样性,他们可能需要突破传统的招募理由和流程。For example,妇女占S&P 500 500 500次CEO职位的5%,只有26%的执行职位,有三个非洲裔美国财富500强公司的首席执行官。

董事会将需要舒适地扩展到典型的候选型材以确保多样性。目前,招聘董事会成员中最期望的候选能力是行业经验,金融专业知识和过去的高管经验。远下降期望的能力是战略,IT,国际,网络,营销或数字媒体或人力资源等经验。

将本次招聘清单对比大多数组织面临的最大挑战 - 包括数字或技术中断,人才短缺以及影响业务的动荡的地缘政治环境 - 以及对认知多样性的需求是明确的。188bet滚球投注

避免旁路

董事还需要推动能够影响合格候选人的认知偏见的认知偏见。这些偏见可包括affinity bias, intergroup bias and confirmation bias这可以引导我们更喜欢“像我们这样的人”,并确认有关能力的先注。

董事会多样性的“按号码”方法将对董事会及其组织具有有限的福利。它可能会慢慢导致表观多样性但不是真正的认知多样性。

认真地拥抱其作为其组织的战略资产的目标的董事会将需要评估需要在外部破坏力的面前提供什么技能,挑战和刺激管理团队所需的技能,见解和经验。188bet如何安装会议室需要配备指导中断,机会和挑战 - 以董事会的构成开头。

莎拉罗布森

CEO of Marsh Canada

莎拉罗布森is president and CEO of Marsh Canada Limited and Marsh McLennan Companies Country Corporate Officer for Canada. Sarah has more than 30 years of experience in the insurance industry, with specialized expertise in directors and officers liability issues.

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