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The 2016 board diversity census of women and minorities

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Reference no: EM132815545

As was stated in the lecture for this module, organizational leadership is still dominated by white males.

The Missing Pieces Report: The 2016 Board Diversity Census of Women and Minorities on Fortune 500 Boards, reported that minority men and women have experienced only slight gains in being part of a Fortune 500 board in the last six years. In 2016, fewer than 15% of all board seats were held by minorities. Almost 70% of board seats in Fortune 500 companies are still held by white men. It is also reported that of the CEOs of Fortune 500 companies 80% are men and 72% of those men are white.

In 2020, a new report from Fortune.com showed,

"The number of women running America's largest corporations has hit a new high: 37 of the companies on this year's Fortune 500 are led by female CEOs. The Fortune 500, which ranks America's largest companies, has long been seen as a microcosm of U.S. business at large. For that reason, the number of female chief executives on the list is closely watched statistic among those who track gender diversity in board rooms and C-suites across the country" (Hinchliffe, 2020, para. 1-2).

What, if anything, does this lack of diversity mean for organizational outcomes?

What can organizations do to add more diversity to their organizational leadership?

Does an increase in diversity mean the organization will be more effective? Or less effective?

Reference no: EM132815545

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