Frequently Asked Questions

Diversity in leadership roles and on boards is crucial for several reasons:

Enhanced Decision-Making: Diverse boards bring a variety of perspectives and experiences, leading to more innovative and well-rounded decision-making. This can result in better problem-solving and more effective strategies that take into account a broader range of viewpoints.

Improved Financial Performance: Studies have shown that companies with diverse leadership teams tend to perform better financially. Diverse boards are better equipped to understand and tap into diverse markets, customer bases, and global opportunities, which can drive higher profitability and growth.

Reflecting Stakeholder Diversity: A diverse board is more likely to understand and represent the interests of a diverse group of stakeholders, including employees, customers, and the communities in which they operate. This alignment can enhance trust and loyalty among these groups.

Fostering Innovation: Diversity fosters a culture of innovation by encouraging different ways of thinking. Leaders from varied backgrounds can introduce new ideas and challenge the status quo, leading to creative solutions and advancements.Strengthening Corporate Governance: A diverse board is less likely to suffer from groupthink, where decision-making is impaired due to a lack of critical questioning and debate. Diverse perspectives promote rigorous discussions and healthier governance practices.

Social Responsibility and Reputation: Demonstrating a commitment to diversity shows that a company values inclusivity and equality. This can enhance its reputation and appeal to socially conscious consumers, investors, and potential employees.

Overall, diversity in leadership and on boards is not just a moral imperative but a strategic advantage that can drive long-term success and sustainability for organizations.

Our processes are designed to gather extensive details about our members' professional backgrounds, including their current and previous board and investment committee roles, as well as their preferences for types of boards and industries. Providing us with comprehensive information allows us to advocate more effectively for you during the board search process.

Furthermore, we strongly encourage candidates to include a cover letter along with their CV when applying for board roles. A cover letter enables you to express your interest in the role and provides an opportunity to further emphasise your qualifications. This allows you to demonstrate how well you align with the role requirements and the value you can offer, thereby enhancing your application

We believe the inclusion of men in our community will make our impact more transformational, and we also see this as a way to engage men broadly around conversations of inclusion and diversity - and truly make them part of the solution.

In order to make leadership teams diverse, we need to be equally intentional and ensure that all leaders, regardless of gender, are provided with the right tools and that our mission to enhance leadership opportunities for women is made richer in discourse and networks and communities that are also diverse. We recognise that for women to advance in leadership, they need to be part of a supportive community and expand their access to men who hold the majority of leadership positions.