An excerpt from a Board Talk post by Dina Medland
Originally posted on 19 January 2014 at www.dinamedland.com
We could see a real basis for progress by shining an important light into board evaluation - how is it done, who does it, what do they charge, what are their relationships with the people who hire them - ie chairmen of FTSE350 companies? While agreements on confidentiality are important, a cry for 'discretion' can too easily become abusive to a productive boardroom process.
An article by Advanced Boardroom Excellence for The Hawkamah Journal
"...a more fundamental question is answered if we define achievement of Women In Leadership equality as a successful longer term ‘sea change’ in the levels of women on Executive Management Committees and in Senior Leadership roles. This ‘sea change’ will provide the sustainable ‘supply’ of women to Boardrooms as the seed corn for a selection process based on merit thus avoiding the debilitating effect of a ‘tokenism’ label."
