women on corporate boards

The pool of board ready women is extensive and global yet it becomes truly visible and viable when women are sponsored by CEOs/board chairs. Let's bring more board ready women into the network -- the pipeline of talent is bursting to be tapped.
1. Your stakeholders, including employees, investors and customers include women. How better to understand these constituencies than by representing them at the top of the organization?
Diversity of gender brings a diversity of thought. Getting more women involved reduces groupthink, unlocks fresh perspectives and fosters innovation and organizational creativity -- ultimately emulating a diverse customer base.
Throughout her career, Debra L. Reed has been a champion for diversity. Under her leadership Sempra has achieved more diversity than any other utility in the country, with more women and people of color hired, trained and promoted.
Women make up almost half of the workforce at middle management, but despite special mentoring and training programs, the pipeline trickles to a halt just shy of executive and board positions.
Our collective narrative about leadership, both its traits and aesthetics, are profoundly gendered. As such, when we see a strong, smart woman leading, it is tempting and familiar to ascribe her success to gender alone.
California is the first state in the nation to pass a resolution urging public companies in the state to achieve gender-balance on their boards of directors by December 2016.
Two interesting, totally unrelated news stories this past week concern the important issue of the lack of women on public company boards.
Warren Buffett reminded all of us last week that Corporate America could do more to advance women in the workplace. Perhaps he should start with his own company.
“Fellow males, get onboard,” Buffett wrote. “The closer that America comes to fully employing the talents of all its citizens
While Sheryl Sandberg in her book Lean In insists it's up to women to help themselves, men and organizations also need to "lean in" and reframe their thinking about women in leadership positions.
It's a fact that the number of women on corporate boards in the U.S. has been stalled at more or less 15 percent for most of the past decade. Little progress has been seen, and the question is why?
On the same day that Sheryl Sandberg was named the first woman to Facebook's board, I found myself attending an extraordinarily