by Caroline Turner,
Originally published: April 30, 2017
I periodically update the research that forms the business case for improving gender balance in organizational leadership. There are new studies linking gender diversity and better financial results every year. I include some in my latest (spring 2017) update:
Most people don’t change, or willingly go along with change, because the change is “the right thing to do.” They are more likely to change if there is a good reason to do so. Businesses are unlikely to change their corporate cultures because doing so is “nice” for women. They may do it if there is a compelling business reason to do so. The bottom line reasons to achieve gender diversity in leadership are indeed compelling.