Do Women’s Networking Events Move the Needle on Equality?
There is power in connecting, and it’s not just about gender. Men and women alike can benefit from the power of connection. If you are a manager, encourage your employees to go to events where they can connect with others to remind them that they are not pursuing success and happiness alone. If you are a CEO, invest in conferences that help build up all members of your organization, regardless of where they sit in the organizational hierarchy.
Big Investors Champion the Battle for More Women on Boards
Some 27 investors managing £10.5, including BlackRock, the world’s largest asset manager, and Japan’s GPIF, the biggest pension fund globally, have signed up to the 30% Club’s investor group to push for more women on boards in the UK, while investors have also backed similar efforts in Canada and Australia.
Russell 3000 Boards Are on Pace to Reach Gender Parity by 2048
Due to accelerating growth in the percentage of women on boards at Russell 3000 companies, gender parity is now expected to be achieved by 2048, according to the latest Equilar Gender Diversity Index (GDI).
Greenberg Traurig’s Jennifer Zucker Selected for SRC Energy Inc. Board of Directors
SRC Energy Inc. recently announced that DirectWomen class member and Greenberg Traurig Shareholder Jennifer Zucker has been appointed an independent director on the company’s board of directors. SRC Energy is a domestic oil and natural gas exploration and production company based out of Denver, Colorado.
BlackRock Advocates that at Least Two Women be on Each Company Board
BlackRock’s global head of investment stewardship recently sent letters to about 300 companies in the Russell 1000 with fewer than two women directors asking them to disclose their approaches to diversity and to establish a timeframe for improvement. The letter also cautioned that BlackRock believes that “a lack of diversity on the board undermines its ability to make effective strategic decisions. That, in turn, inhibits the company’s capacity for long-term growth.
Hall Estill Shareholder Sarah Miller Accepted into Board Institute
Sarah Miller, a shareholder with the Hall Estill law firm, has been selected as a member of the 2018 DirectWomen Board Institute class. DirectWomen is a national nonprofit organization founded in 2007 as a project of the American Bar Association that works to increase the representation of female lawyers on corporate boards. Eighteen women from across the country were selected for the 2018 class, including general counsel for Fortune 500 companies, partners at top law firms and leading lawyers from government and academia.
DirectWomen Announces 2018 Honorees
DirectWomen is pleased to announce its 2018 Award Honorees. The Honorees will be recognized at the Sandra Day O’Connor Board Excellence Award Luncheon on October 12, 2018, in New York City.
Why Breaking Into the Boardroom Is Harder for Women
Women looking to land their first board seats have a much tougher time than men, recruiters and corporate directors say. Some businesses are now trying to solve this problem in the face of intensified shareholder pressure for more female directors. The proportion of women on S&P 500 company boards grew just one percentage point to 22% last year—up from 16% in 2007, executive recruiters Spencer Stuart reported. And women represented 42% of the latest novice directors that S&P 500 companies disclosed in 2017 proxy statements. That is up from 32% in 2016, but down from 44% in 2015, according to Spencer Stuart.
Women, Minorities Are Still Underrepresented on the Boards of Social Media and Tech Companies
As technology companies gain in societal influence (not to mention revenue), having a diverse board (one reflective of society, generally, as well as their user bases, specifically) can benefit not just shareholders, but also the companies’ products. A company like Facebook, which touches two out of every seven people on the planet, or a company like Apple, which in 2016 claimed that the total number of Apple devices eclipsed 1 billion, should have a diverse board to help guide the company on everything from product development to hiring practices.
Chairwoman of the Board? Memphis Public Companies Talk Top-Level Gender Diversity
Twenty percent: the amount of board seats held by women at Fortune 500 companies in 2016. Twenty three percent: the amount of board seats held by women at Fortune 100 companies in 2016. Sixteen-and-a-half percent: the amount of board seats held by women at Memphis-based public companies in 2017.
New McKinsey Study Examines the Link Between Diversity and Financial Performance
Gender diversity is correlated with both profitability and value creation. In McKinsey's 2017 data set, it found a positive correlation between gender diversity on executive teams and measures of financial performance: top-quartile companies on executive-level gender diversity worldwide had a 21 percent likelihood of outperforming their fourth-quartile industry peers on EBIT margin, and they also had a 27 percent likelihood of outperforming fourth-quartile peers on longer-term value creation.
Gender Diversity on Company Boards Accelerates in Arkansas
Since November 2014, the number of women directors on the boards of Arkansas' publically traded companies has grown by more than 40 percent, and the number of all-male boards has been cut in half. There are now 30 women among 198 directors at 19 companies.
Number of Women Directors at St. Louis Public Companies Jumps 40 Percent in 5 Years
St. Louis public companies have more women on their boards than a year ago, putting them ahead of their peers nationally for gender diversity.
Here’s Why Silicon Valley Companies Need More Women on Their Boards
Women can be highly effective serving on the boards of publicly owned Silicon Valley companies — once they get there. Here, female board members talk about how business can make that happen.
Here's Why America's Biggest Boardrooms Still Cater to Men
A Business Journals analysis of some 3,000 publicly traded companies with at least $100 million in market capitalization found the absence of women directors particularly pronounced among two classes of companies: those with relatively limited resources compared to their larger brethren and, perhaps not surprisingly, those run by male CEOs and board chairs.