In the Nation's Interest

Trustee Shideh Sedgh Bina Discusses Board Report Recommendations

Recently, the Cranfield School of Management, billed as one of the “oldest and most prestigious business schools in the U.K.,” published The Female FTSE Board Report 2014. The report examines the startling underrepresentation of women in chief executive positions — just four women helm FTSE 100 companies — and further illustrates the failure of leading companies to rely on women to be transformational leaders.

The report is extensive, provocative, and eye opening. Therefore, over a period of four weeks, we’ll examine facets of the report in our series: Inside the Female FTSE Board Report.

PART IV: CRITICAL RECOMMENDATIONS

In our previous posts, we examined the criteria and shortfalls for recruiting female talent at the executive level, effective strategies for leadership development, and tactics for overcoming the biases impeding women from advancing into chief executive positions.

After approaching the issue from several different angles, the report concludes, “Our interviews with leading talent [firm] revealed a wealth of good practices in terms of developing female talent. Such practices are critical in creating a sustainable pipeline of female talent that will enable us to cross and move beyond the ‘finish line’ of 25% women on FTSE boards.”

Read the full article here.

Trustee blogs are the views of an individual trustee and not the official policy of CED.

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