The barriers preventing women entering boardrooms in greater numbers are various and complex, but new recruiting policies, female networks and mentoring schemes can all be used to help women climb higher.
Much has been written in recent years about the advantages to companies of having diverse boards—diversity of thought, better stakeholder representation, different points of reference and experiences—all of which can translate into a competitive advantage for the organisation in question. But while there is agreement on the benefit of diverse boards, achieving diversity requires a strong commitment from senior management; commitment from policymakers can also help bring about change. For example, when it comes to getting more women on boards, quotas have been useful for improving gender diversity in many countries. Norway, the first country to adopt a quota for female board members (40%) in 2004, has seen female representation on b