For companies to be competitive, they should think strategically and unconventionally about the composition of their board.The main argument against an obligation to increase the share of women on boards has always been that it is very difficult, or near to impossible, to find the right women. Compromising on quality or experience would hurt all parties involved. This statement is often true when ‘right’ is defined as “having worked for many years successfully as a senior line manager in this industry or a related industry.” However, looking at evolving roles of external board members it is clear that a diversity of backgrounds is becoming increasingly important.
See fulL Article.
