There are a lot of pressures that face any company looking to fill a CEO position and strengthen its business succession planning, but unfortunately, there also exists a whole wealth of inequalities that the average placement executives might run into if they are not prepared. In recent months, the issue of sexism among higher boards has become predominant and hard to avoid.
The media has heard from many on the subject of women in executive board rooms, specifically when it comes to Twitter's lack of a female presence behind its higher doors. This week, a quote from Sallie Krawcheck, once an executive-level employee of Bank of America, called both financial and technology companies bad when it comes to promoting this kind of equality.
Another voice prominently decrying this lack of inclusion was heard last month in the New York Times' opinion pages, where columnist Nicholas Kristoff aired his belief that diversifying the genders of those in charge is a good first step, as long as it's done for reasons beyond the token.
"This shouldn't be seen as a favor to women but as a step that would be good for all of us," he said. "In business, there's abundant evidence that inclusion of women in senior positions is linked to better results."
An executive recruiter could make this a priority and help shatter the glass ceiling without creating the impression that such a tactic is being employed just because. More women in senior positions could perhaps lead to the right kind of inclusion that might benefit your business in the long run and perhaps start a larger positive trend.
