Balancing The Board: Change Requires New Thinking

Gender diversity on boards is not a new debate. Even so, research from the Equality and Human Rights Commission (EHRC) suggests real sea change is still lacking in the FTSE 350. Its recommendations are helpful starting points, but effective implementation will require some corporate soul-searching. Three of the more challenging suggestions for improving the talent pipeline are:

Widen the definition of 'suitably qualified'

Some companies remain reluctant to consider candidates from academia, the professions and the not-for-profit and public sectors. One worry is that appointees will lack requisite skills, such as financial and shareholder relations experience. Doubts about cultural fit have also been raised.