Our Longstanding Commitment to Diversity is Unwavering
P Vanini, MEPCO
What is diversity? The definition of diversity is well-understood to mean “the condition or fact of being different or varied” – variety. There is an extensive body of research that demonstrates how organizations with greater leadership diversity outperforms homogeneous ones. Diverse teams demonstrate increased innovation, achieve a more robust understanding of opportunities and risks, avoid the propensity for “group-think,” contribute to better decisions-making, and ultimately. exhibit higher returns on equity, higher valuations and higher profits. By having a variety of relevant experiences, skills and perspectives to draw from, the quality of your leadership team’s decision-making will improve, sensitive topics will be more openly discussed, overall employee engagement and performance will be stronger, and both governance and sustainability will be enhanced.
While there is resounding support and commitment to ensure that boards of directors and executive teams have diversity in the composition of skills and experiences; the same does not hold true for gender diversity, or other biological diversity. Uunfortunately, when it comes to gender diversity, the statistics show the stark reality that progress is elusive and the pace of change glacial, as the upper echelons of leadership; both at the board level and in the executive suite, continues to be the domain of white, grey-haired men. Gender inequality is not only a pressing moral and social issue but a critical economic challenge as well.
At Lansdowne Board Intelligence, we believe that the lack of significant progress in increasing the number of women on boards is not due a shortage of qualified women as many believe; rather, it is primarily due to a systemic process problem, which perpetuates homogeneity, and also to the lack of concrete actions that effect change. We assert that when ‘competence and diversity’ are considered paramount to a “truly” rigorous, objective and merit-based process – it leads to the best candidates being selected.
Our experts have a long history of supporting diversity. LBI’s founder, Gillian Lansdowne has written articles and is a frequent speaker about issues related to diversity. Gillian was a founding sponsor of the Canadian Board Diversity Council, where she authored the Council’s and Canada’s first ever “Board Best Practices Toolkit,” and she was a national co-sponsor and speaker at the “Board Chair & CEO Roundtable Series”, and a speaker at the inaugural “Get on Board” education series. Gillian also started Canada’s first diversity search practice for a global search firm.
When you work with us, you’ll not only gain access to a deep and broad talent pool, you’ll benefit from the re-vitalized recruiting practices and new protocols that ensures a robust, objective and merit-based selection process, which your company’s stakeholders can rely on. Our unique and constructive approach will enhance your understanding of how process weaknesses and unconscious bias can impede a merit-based selection process, and it helps you to avoid the self-defeating, “impression-based” selection practices that often overlooks a candidate’s true ability. We keep you focused on the competence, characteristics and merit of each individual candidate, and thus extend the pool of candidates beyond the traditional sources of “obvious” candidates.
More than ever, the value of diverse experiences, skills and perspectives has become vital to a company’s competitiveness, growth and survival — in effect, to its very relevance.
Contact Us Today! We’ll help you find the qualified women your board needs.
- Sample board diversity policy
Do you have a Board diversity policy? – this link can help guide you in developing one. [Read More]