In 2017, Het Financieele Dagblad selected sixteen young supervisors for a study on what drives them, what they expect from their organizations, and in what ways they differ from their more experienced colleagues.
Simone Stebler, an Egon Zehnder consultant and one of the leading experts on diversity and inclusion in Switzerland, sat down with CNNMoney Switzerland to discuss her ideas about how women can break the glass ceiling.
In my work in executive search, it is blessedly rare these days for discussions about leadership or board succession NOT to include the topic of diversity. The frequency and comfort level many corporate leaders now have discussing diversity is something to celebrate in and of itself.
Over the past year, several sizable pension funds and proxy advisory firms have taken a more aggressive stance on gender diversity in the boardroom, threatening to withhold votes or even mount an opposition slate at companies thought to be making insufficient progress on this issue.
At the Forbes Leadership Forum on Private Equity, Charles Gray, co-leader of Egon Zehnder’s US Diversity Practice with a special focus on Private Equity, recently contributed to the discussion on diversity, arguing that while Private Equity does not have the best record on diverse hiring, it does have a type of “evergreen hiring” that we can all learn from: Building great talent pipelines by forging strong relationships with promising candidates – before they’re even candidates.
The European commission is to push for a quota for women on company boards to address the slow progress to gender equality in the senior ranks of publicly listed businesses. Previous attempts by the EU’s executive to set a 40% goal for women in the top ranks of listed companies have been blocked by Germany, the Netherlands and Sweden overs fears that Brussels was overreaching into domestic affairs. Hungary and Poland have opposed the move on ideological grounds.
New York City has a new law (Intro. 1253) that went into effect this month, preventing employers and talent advisors from seeking salary information from prospective employees (unless voluntarily provided or subject to public disclosure by law).
New York City has become the latest in the list of cities and states that are implementing new policies directly aimed at leveling the playing field, making it illegal for companies and organizations recruiting on behalf of a company to ask for the salary history of job candidates.