Sector News

Quotas Aren’t a Great Way To Get More Women On Boards, New Study Says

April 11, 2015
Diversity & Inclusion
The number of women on corporate boards around the world remains regrettably small. Norway has the best record, according to a recent survey by Catalyst, with women taking up 36% of its board seats. Finland is second, with 30%, and France is third, with 29.7%. But in countries like Japan, where some women still call their husbands “master,” only 3% of board seats are occupied by women. In the U.S., women hold 19% of seats among the S&P 500 companies.
 
Are quotas a good way to boost those numbers? A new study commissioned by investment management firm BNY Mellon and run by Cambridge University professor Sucheta Nadkarni, finds that quotas can increase the number of women on boards but don’t ensure that women will stay. That is, turnover may prevent the total number of women on boards from substantially increasing. The study finds that the most effective way to increase their presence is one that’s much broader and tougher to achieve: building economic power for females as defined by the number of years girls go to school and the percentage of women in the workforce. There is one thing companies can do to help: Write governance codes that mention gender diversity as a goal.
 
“For me the striking and most encouraging finding is that empowering women and girls outside the boardroom is key to getting them into the boardroom—and staying there,” Helena Morrissey, chief executive of BNY Mellon subsidiary Newton Investment Management, told The New York Times.
 
The research was presented yesterday at a BNY Mellon-sponsored conference called Womenomics. It looked at data from 1,002 companies on the Forbes Global 2000 list, including businesses in 41 countries, over a time span of 2004-2013.
 
Aside from economic power, some other policies tend to increase the number of women on boards: Not surprisingly, long maternity leaves help a lot. The longer the leave, the higher the percentage of women who join boards and stay there. Also, more women participating in politics in a country correlates with more getting onto boards and staying.
 
Many Forbes readers will disagree with me, but I’ve long been in favor of quotas as a tool to right discrimination’s wrongs, at least when it comes to U.S. institutions like universities and boards. However, if quotas mean only that women join boards and then leave quickly, I need to rethink my position.
 
By Susan Adams
 
Source: Forbes

Join the discussion!

Your email address will not be published. Required fields are marked *

Related News

November 22, 2020

Getting serious about diversity: enough already with the business case

Diversity & Inclusion

There is no research support for the notion that diversifying the workforce automatically improves a company’s performance. Instead organizations must adopt a learning orientation and be willing to change the corporate culture and power structure.

November 15, 2020

The ‘Coded Bias’ documentary is ‘An Inconvenient Truth’ for Big Tech algorithms

Diversity & Inclusion

Director Shalini Kantayya’s documentary ‘Coded Bias’ unravels how inherent gender and racial biases get embedded in the algorithms that run our lives.

November 8, 2020

Companies need to think bigger than diversity training

Diversity & Inclusion

After analyzing data from hundreds of employers, the authors report that the typical diversity training program doesn’t just fail to promote diversity. It actually leads to declines in management diversity.

Send this to a friend