Role of institutions in women board inclusion

Since 2019, state sporting boards in Victoria have been required to have gender balanced boards. This is - and will continue to be - entrenched into the eligibility criteria for key funding programs. The result of this quota? 💡Board processes professionalised in response to steps taken to attract and retain women on boards. 💡Women directors brought key experience and skills to boards which enhanced board dynamics and decision-making. 💡Women directors were found to positively impact board culture and dynamics, diversity management, strategic planning, and board processes. 💡Having a critical mass of women on boards improved the experience of other directors. 💡As the proportion of women on boards increased, women directors felt welcomed and valued, and more comfortable asking questions and contributing to board discussions and decisions. Not only that, the influence of gender balanced boards at an SSA level positively influenced community sport: 💡the policy raised awareness about the importance of women’s representation in leadership roles within community clubs, including on committees and boards. 💡clubs with higher awareness of the importance of women's representation in leadership roles worked to increase representation. 💡willingness to take action was found to be linked to awareness of the state-wide policy. These are just some of the thoughts coming to mind today with the news that the requirement for half of nominated directors for Brisbane 2032's Organising Committee for the Olympic Games are women, and for at least one independent director to be Aboriginal or Torres Strait Islander, may be removed. Not only will this deprive Brisbane 2032 of the many, many benefits of diverse governance...what tone will this set for the wider community sport sector about the importance of women in leadership? Queensland is already on track to be the last jurisdiction to meet the minimum requirements of the National Gender Equity in Sports Governance Policy, a full two years after the set timeline. Surely this is an opportunity to lift the bar, not remove it.

To UAE private sector companies preparing to pull the "lack of qualified female board candidates" card, consider this your friendly reminder: that myth has already been thoroughly debunked. Women currently hold only 5% of leadership roles globally in the private sector. This is a critical gap that demands immediate action, and the UAE is once again setting a powerful example. In 2021, the UAE introduced a law mandating female representation on the boards of publicly listed companies. The results have been nothing short of impressive. Female board representation has jumped from a mere 3.5% in 2020 to over 8.9% by 2023, according to the Securities and Commodities Authority (SCA) . The message is clear: intentional policies drive real, measurable change. There is no shortage of talented women. The UAE is home to an extensive pipeline of female leaders, and initiatives like Aurora50 are accelerating this momentum. Women are not only ready—they are thriving in board roles, bringing valuable expertise and perspectives. The business case for gender diversity is clear. Companies with gender-diverse boards perform better financially. According to MSCI’s global study, firms with more women on their boards saw a 36.4% higher return on equity. This is about more than representation—it’s about fostering better governance, innovation, and resilience in the face of challenges. While gender quotas have sparked this progress, the real transformation will come when diversity is embraced as a strategic imperative, not just a compliance issue. It’s time for a cultural shift where diverse leadership is seen as vital to innovation and sustainable growth. To the leaders of the UAE’s private sector: the future of your business relies on inclusive, forward-thinking leadership. If you're serious about strengthening your boardroom with fresh perspectives, I am more than happy to introduce you to exceptional female leaders who are ready to make a significant impact at the highest levels of corporate decision-making. #genderbalance #corporategovernance #womenonboards

The UAE continues to make remarkable strides in gender equality. As of January 2025, every private joint-stock company must have at least one female director on its board of directors. In just two years, female board representation in listed companies nearly tripled following a similar mandate in 2021. 🇦🇪 This is a commendable step forward. But as we celebrate this progress, it prompts a vital question: How can we achieve truly diverse and effective corporate governance? A board's success depends on the diversity of its perspectives. To succeed, boards must balance industry knowledge, skill set, financial acumen, strategic vision, and innovative thinking. Independent directors, unbound by operational ties, bring objectivity and fresh insight to the table. So, how can this new mandate be leveraged to create a genuinely diverse and inclusive boardroom in the UAE? Consider: - Beyond numbers: What can we do to ensure these appointments catalyze meaningful changes in corporate culture rather than mere compliance? - Talent pipeline: How can we nurture and elevate female leadership at all levels to build a sustainable leadership pipeline?  - Unique contributions: What specific skills and perspectives can women offer in traditionally male-dominated fields, and how can these enhance decision-making? - Holistic diversity: Could this mandate inspire broader inclusion across diverse backgrounds and experiences? This mandate marks a significant milestone, and we hope more countries follow suit. However, it is also a call to continue the journey toward truly inclusive leadership. How do you envision the future of boardrooms in the region? What can we do today to build leadership teams that reflect the full spectrum of talent within our society? (Image inspiration: Government of Dubai Media Office) #WomenOnBoards #CorporateGovernance #FutureOfWork #FemaleLeadership WomenExecs on Boards

Women on Boards: From Debate to Action Research is clear: when women lead, organizations thrive. Start-ups, innovative firms, and companies with diverse leadership consistently outperform their counterparts. Yet, despite overwhelming evidence, systemic and cultural barriers continue to hinder women’s access to decision-making roles. At Lebanese League for Women in Business LLWB we embarked on the Women on Boards journey in 2016—not just as a moral imperative but as an economic necessity. Over the years, we’ve collaborated across sectors—public institutions, private enterprises, civil society, syndicates, and academia—to ensure gender diversity is a priority, not an afterthought. But today is not just about progress—it’s a moment to reflect. Why do women remain underrepresented at the highest levels of leadership worldwide? Consider the judicial sector in #Lebanon: #women make up 60% of judges but remain absent from top decision-making positions. The numbers tell a similar story elsewhere—women hold only 5.3% of public sector board seats, and 6.3% in listed companies. Ask yourself: 🔹 Were you promoted because of your gender—or your qualifications? 🔹 Have you been labeled “too aggressive” for being assertive? 🔹 Have you been asked how you’ll balance work and family—or whether your spouse approves of your career? 🔹 Have you been judged more on appearance than expertise? 🔹 Have you been denied an opportunity for lacking experience—while men were chosen based on “potential”? These are daily realities for women. This is why we need affirmative action—not as a favor, but as a necessity to dismantle the invisible barriers that keep leadership spaces male-dominated. At LLWB, we are taking this further as we are finalizing a draft law to mandate a Women on Boards quota—a crucial step toward institutional change. With many public sector board vacancies opening, we have a unique opportunity to turn commitment into action. Our research will serve as a baseline to monitor appointments and hold institutions accountable for real progress. It’s time to move beyond debate. It’s time for implementation. Will you be part of the change? #WomenOnBoards #DEI #Leadership #DEI #genderequality

In a landmark move, Bonnie Y. Chan, CEO of the Hong Kong Exchanges and Clearing (HKEX), has mandated female directors across all listed companies, effectively ending all-male boards. This bold step mirrors India's journey that began in 2013 when SEBI mandated women directors for listed companies. As Smriti Irani emphasized in Davos 2025, "There is always money for good causes but it runs out, but money for money never runs out." Her point is clear - gender diversity isn't charity, it's a business imperative. Investing in women is profitable data proves this: - India's women directors in NSE-listed companies surged from 4% (2013) to 17.6% (2023) - Companies with women on boards show 14% higher Return on Equity - Gender-diverse Indian companies are 43% more likely to show higher profits - Global data shows diverse management teams generate 19% higher innovation revenue The numbers tell the story: board diversity is a proven catalyst for business growth, innovation, and enhanced corporate performance. Still think you need 'the right man' for the job? Time to think AGAIN! Diversity isn’t just about fairness—it’s a proven economic multiplier. #WomenInLeadership #CorporateGovernance #GenderDiversity #Innovation #GlobalMarkets  #EconomicGrowth #WomenInLeadership #DiversityAndInclusion #BreakTheBias

The Real Reason Female Executives in Africa Aren’t Getting Board Roles (And It’s Not What You Think) Let’s address the myth head-on: It’s not because there aren’t enough qualified women. African boardrooms are still overwhelmingly male, On average, women hold 21% of board seats, 8% of board chair positions and 9% of CEO positions across the entire region (IFC, 2023) If expertise was the issue, we wouldn’t see so many female executives leading divisions, managing P&Ls, and driving corporate growth—yet still being overlooked for board roles. So what’s really happening? ➡ The Visibility & Access Gap – Many female executives are more than capable but aren’t in the right networks where board appointments happen. Boards often recruit from who they know, and if your name isn’t circulating in those spaces, you’re invisible. ➡ The “Experience” Catch-22 – Sometimes, women are told they need board experience to get a board role, but how do you get experience without being given a chance? ➡ The Reluctance to Self-Promote – Many senior women hesitate to put themselves forward, thinking “I need to be 100% ready” before applying. My goal is to change this narrative. I have launched Ascent- a gateway for female executives to amplify their visibility, build board-ready influence, and step confidently into leadership at the highest levels. We’re not waiting for change to happen—we’re creating the opportunities female executives need. That’s why Ascent is partnering with Shecluded to launch an initiative that puts female executives in advisory board positions for female-led businesses. Here’s why this matters: ✔ Board advisory roles are a strategic stepping stone – They give women boardroom experience, governance exposure, and the opportunity to shape business strategy without the full legal responsibility of a non-executive director role. ✔ They expand your board-level network – The best way to get on a board? Be in the room where board discussions are happening. These roles connect executives with founders, investors, and decision-makers who can open doors to corporate board seats. ✔ They build confidence in board leadership – Many women have the expertise but lack boardroom experience. Advisory roles allow them to strengthen their voice in leadership decisions before transitioning to full board seats. The Bottom Line Women aren’t lacking qualifications. They’re lacking access, positioning, and the right opportunities. At Ascent, we’re changing that. If you’re a female executive ready to take the first step into board leadership, let’s make sure you’re in the right rooms. Join us by clicking on the link in the comments Why do you think there are so few women on Boards in Africa?

As we celebrate International Women’s Day, I’ve been reflecting on where we stand when it comes to #women on boards. Yes, progress has been made—but too often, women are still the only or one of the few in the room. Malcolm Gladwell, in his latest book "Revenge of the Tipping Point," introduces the concept of the "Magic Third" – when women make up at least one-third of a corporate board, the dynamics change. That's when women can have real influence and move beyond token representation. So how do we get there? ✅ Access, not just advice – The biggest challenge isn’t a lack of capable women; it’s a lack of board opportunities. More women need direct access to board seats. ✅ Sponsors, not just mentors – Guidance is great, but women need people who will open doors and advocate for their inclusion. ✅ Rethinking board recruitment – Too many boards still rely on the same closed networks. Expanding the talent pool means looking beyond the usual candidates. This isn’t just about fairness – it’s about better decision-making, stronger governance, and long-term value for businesses and society.

Diversity is vital for any business, with companies often starting their diversity journey by looking at gender equality, which is easier to measure and compare. 🌎👥   Aligned with this, boardroom diversity has become a big focus in the business world. Achieving gender balance in boardrooms is essential not only for enhancing performance, fostering a robust culture and improving governance, but also for raising the visibility of female leaders and bringing new voices to top-level decision making. 👩💼👨💼🗣️   Morgan Stanley Research data shows that companies with a more diverse workforce, particularly with women across all organizational levels, exhibit better financial indicators, with average annual returns between 2011 and 2022 that were 1.2% higher for investors than their less diverse counterparts. 💰💹👏   Additionally, companies with increased boardroom gender diversity are 60% more likely to cut energy consumption and have a 39% greater chance of reducing greenhouse gas emissions and 46% higher probability of lowering water usage, according to FP Analytics. 🔋🌱💧   Despite the increased focus on diversity in C-suites, the appointment of female board directors in Europe's major financial services firms witnessed a notable decline, dropping to 44% in 2023 from 51% in 2022, according to the latest EY European Financial Services Boardroom Monitor. Notably, 31% of listed European financial services companies still fall below the required 40% female representation in their boardrooms, a target set for compliance by June 2026 by the European Commission's European Women on Boards Directive. 😕📉🎯   Fostering gender equality in leadership roles is pivotal for nurturing innovation, propelling growth and cultivating a thriving work culture. Companies that actively embrace diversity and work towards gender balance stand to gain from enhanced decision-making, heightened innovation and strengthened corporate governance. 🚀🌟👍   Diversity in boardrooms isn't just a social imperative, it's a strategic enhancement for decision-making, mitigating the risks of groupthink, according to the UK's Financial Reporting Council. 🧠👥👌   Organizations must intensify their gender diversity initiatives by implementing policies for improved female representation, ensuring equitable pay, establishing robust anti-harassment measures and providing parental support. It is imperative to understand that diversity is not just an ethical obligation, but a powerful business strategy for creating #longtermvalue. 💪🙌🏆   #BoardroomDiversity #GenderEquality #CorporateGovernance #WorkplaceCulture #DEI #DiverseWorkforce #CorporateInclusion https://lnkd.in/gquaQNcv