In Norway, for example, the law requires that at least 40 percent of a company’s directors be women. The Netherlands has introduced a (non-binding) target for female representation on executive committees.
We need diversity of thought – gender diversity is only one part of thisSusan Skerritt, Americas Global Head of Institutional Cash Management & Head of Global Transaction Banking, Deutsche Bank
Gender diversity has many important facets. However, over the past decade, the case for gender diversity has become heavily focused on business performance and the potential economic benefits. In our discussions with senior leaders, we find that today many believe the pendulum might have swung too far in this regard, with the moral, societal, demographic, and broader experiential reasons for gender diversity getting ignored. We see growing signs that with the increased focus from organizations on culture, values, purpose, and meaningful societal impact in what they do, that a rebalancing is likely.