The Committee for Economic Development of The Conference Board (CED) uses cookies to improve our website, enhance your experience, and deliver relevant messages and offers about our products. Detailed information on the use of cookies on this site is provided in our cookie policy. For more information on how CED collects and uses personal data, please visit our privacy policy. By continuing to use this Site or by clicking "OK", you consent to the use of cookies.OK

In the Nation's Interest

Trustee Shideh Sedgh Bina Weighs in on Identifying Female Talent

Recently, the Cranfield School of Management, billed as one of the “oldest and most prestigious business schools in the UK,” 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 the next four weeks, Insigniam will examine facets of the report in our series: Inside the Female FTSE Board Report.

PART I: IDENTIFYING TALENT, PERFORMANCE, AND POTENTIAL

When considering why women are excluded from chief executive roles, the size of the talent pool, performance, and potential are sometimes cited as inhibitors.

Not only is talent and performance subjective, says the report, but the common understanding of these concepts may be so ingrained with gender bias that, by their very definition, they reinforce stereotypes regarding the capabilities of female leaders.

Read the full article here.

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

STAY UP TO DATE