Why the Rooney Rule Isn't Enough
NYC’s comptroller wants big businesses to commit to the Rooney Rule for board and CEO searches. But research shows that a single diverse candidate on a slate has little hope of being successful. It takes two, researchers tell us - two women or two minorities - to disrupt the bias about who will be the right candidate for the job and open up opportunities for women and minorities to advance.
Continue reading...Systemic Bias: From the Classroom to the Boardroom
Two great reads on systemic bias from Paolo Gaudiano: it starts in the classroom and follows women all the way to the boardroom. When metrics of success are based on male strengths and norms, there is little room to value what women bring to the table. This is a failure of our systems and practices, not the women whose careers may suffer the consequences.
Continue reading...The Real Problem: Systemic Bias
Implicit or unconscious bias has gotten a great deal of attention in the diversity and inclusion circles over the past couple of years. The jury is still out, though, as to whether or not training is the way to fix the problem. There is a bias, however, that we can do something about. That bias is systemic bias.
Continue reading...Going Public with an All-Male Board
WeWork is just the latest in a long line of firms who have filed for an IPO with an all-male board. Attempts to explain it away by pointing the the venture capital firms who funded the start-up is no excuse - going public means asking a much broader group of shareholders to invest in the firm - shareholders who have a right to have representation at the board table.
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