Some corporate executives made such a fuss about not being able to find enough women to diversify their boardrooms that the Chilean government came up with a list of 136 candidates to help them out.

Having formal board evaluations, setting term and age limits, and implementing a gender diversity policy are some ways corporations can make progress in diversifying corporate boards.

Egon Zehnder's Pallavi Kathuria discusses the shift in why organizations are looking for ethical and humble leaders.

A group of women directors of industrial boards share advice for how boards should think about hiring.

Despite digital as a concept being gender-agnostic, the workforce that sits behind the design and execution, and implementation, has a bias toward men.

Early stage companies tend to be innovative, entrepreneurial and willing to take risks. The founders of these companies often view a corporate Board as the construct that comes in to stall their innovative spirit; the equivalent of your parents accompanying you on your first date.

Activist proposals have long been viewed as something to resist, even fear, but a new strain of thinking has become part of the debate. Boards are now looking at activist themes to inspire their own actions – as both an offense and defense strategy.

Having a diverse board is more just than a matter of optics.

Boards can’t just add one woman and expect real change in the way they operate. You need at least three female directors, a critical mass that Egon Zehnder calls the “magic number” in its 2018 Global Board Diversity Tracker. With at least two female colleagues, women are more likely to speak up and be heard.

As a second-time invitee to the World Economic Forum in Davos and the new Chair of Egon Zehnder, Jill Ader discusses an overlooked opportunity at the world's most exclusive event.