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Europe’s public company boards are seeking a balance of experience and new perspectives. This year’s report highlights the different paths the boards in each country are taking to achieve that diversity.
As Board Monitor looks at Canada for the first time, a proprietary analysis offers insights into the demographics, experience, and industry makeup of Canadian boards.
In an industry where progress on diversity and inclusion has been fitful and uneven, a handful of companies are leading the way. How? By putting inclusion first and making it a business priority.
Despite recent progress, the position of board chair is still rarely held by women. We spoke with a number of current and former female chairs at large companies around the world on their experience getting the top job and how to thrive in the role.
In this podcast, Robert Ronneberger, vice president for Asia at BlackRock, discusses how the company is promoting LGBTQ rights in Asia and encouraging diversity and inclusion in the workplace.
Growing demand for expertise in artificial intelligence means that companies are vying for a small pool of available talent—and female AI specialists are especially rare. By taking concrete steps, companies can reduce the gender gap and get the talent they need.
Board diversity is at an all-time high—but there’s a long way to go. In this 10th anniversary Board Monitor report, we examine decade-long trends in board appointments and explore the potential for increased diversity over the next 10 years.
Corporate leaders are in a quandary: feeling stuck by the lack of significant D&I progress despite meaningful investment and uncertain what to do next. What’s needed? An innovative approach to getting unstuck and gaining traction, driven by hard business considerations that will accelerate corporate performance.
The role of the CHRO is changing fast. We offer five lessons from some of the world’s most digitally enabled human resources leaders.
The case for more women executives and board directors is stronger than ever, as female representation not only is essential for the realization of gender equality but also helps improve financial returns.
This landmark report offers an overview of the case for inclusion of people with disabilities not only in the workforce but also in executive leadership roles. By recognizing the unique challenges faced by leaders with disabilities, organizations can build more comprehensive diversity policies to create an inclusive environment for all employees.
Women need to embrace their power—and organizations need to support them—to take their rightful place in the technology sector.
Heidrick & Struggles’ Journey to the Top leadership forum in Shanghai, China, brought together female leaders from major international life sciences companies to explore the path to leadership for aspiring women.
The view from the C-suite still looks nothing like the diverse world outside, so how can leaders address this?
The blockbuster film excels at depicting women of color in positions of authority, presenting a welcome new narrative of representation and empowerment still lacking in many corporations. By addressing some key issues at play, hiring managers can help to effect change.
Achieving gender parity in the upper echelons of the European financial services sector is proving difficult. One particularly effective tactic—individual sponsorship—is often overlooked.
In this interview, the former outfielder discusses coming out publicly after leaving the sport, his role as MLB’s ambassador of inclusion, and the lessons that could help companies with their efforts to foster and promote diversity.
Heidrick & Struggles is once again a proud Gold Sponsor of the 2017 Fortune Most Powerful Women Summit Oct. 9-11, 2017 in Washington, D.C.
Heidrick & Struggles was once again a proud gold sponsor of the 2016 Fortune Most Powerful Women Summit Oct. 17-19, 2016 in Laguna Niguel, CA.
A closer look at the unique dynamics of Asian boards suggests ways that boards in the region can improve their diversity of thinking—and their impact on corporate performance.