The term "glass ceiling" was popularized by the US Department of Labor's initiative to investigate and address invisible barriers, based on bias, that hinder the advancement of qualified individuals into senior management roles. Recent research conducted by IMD and the Boardroom, timed to coincide with the 33rd anniversary of the landmark report, The Glass Ceiling Initiative, sheds light on persistent challenges in achieving diversity on corporate boards.

One key question explored was whether the lack of women on board was due to ‘supply or demand’. Supply is characterized by whether there are enough suitable women in the talent pipeline, and demand refers to whether companies seek women candidates. Research shows that the lack of qualified women is often used as an excuse, overshadowing the abundant talent pool.

As the call for action intensifies, emphasizing the need for concerted efforts to shatter the glass ceiling, our members shared their perspectives on the research results:

Iryna Rubis: "The study by IMD and The Boardroom delves into the myriad obstacles hindering women's representation in boardrooms. From entrenched biases to societal constraints, these barriers impede progress towards gender diversity."

Olga Gorbanovskaya: "This research underscores the critical role of gender diversity in fostering better decision-making and business performance. It is imperative to transition from discourse to action, implementing strategies like setting internal targets, fostering an inclusive culture, and providing supportive policies to enable more women to break through the glass ceiling and take their rightful place on boards."

Olga Bielkova: "I'm part of the minority endorsing quotas as part of a multifaceted approach. While quotas alone won't dismantle the glass ceiling, empowering women and advocating for quota enforcement are pivotal. Each female board member should strive to mentor aspiring women leaders."

Galyna Zagorodniuk: "My criticism of the report lies in its title - “how to FINALLY shatter the glass ceiling.” I don't think that any report, no matter how wonderful and complete, can finally break through the ceiling. The report states that barriers to women's participation and representation on boards are many and varied, with one of the main ones being perception. And this is not something that could be changed quickly. To shatter the ceiling, we need continuous, persistent work that shows objective and meaningful results. So, this is "a constant dropping wears away a stone" type of work that needs to be done to progress."

What strategies do you believe are essential for promoting gender diversity in boardrooms?

More information: https://lnkd.in/gQRe3K5B

To read the full research, please visit: https://lnkd.in/gBCUYRHa