A group of women directors of industrial boards share advice for how boards should think about hiring.
Over tens of thousands of assessments, Egon Zehnder has codified a proprietary model around Executive Potential. We believe there are four traits that translate to a leader’s future ability.
This International Women's Day, I’m thrilled to announce the launch of Egon Zehnder’s 5th annual Leaders & Daughters event series, Power Moves: A New Generation of Women Transforms Leadership.
Today marks the fifth year of Egon Zehnder’s Leaders & Daughters events in London. Crucially, this program acknowledges that this conversation can’t just be about women. It has to include everyone, regardless of gender or generation.
We surveyed 2,500 women and men at various leadership stages to see how they defined great leadership, the importance of a diverse organization, and how they prioritize and balance their professional and personal lives.
Egon Zehnder tracked gender and international diversity on boards around the world for the past 14 years. Where do 44 countries stack up?
For Leaders & Daughters 2018, we hosted 32 panel and roundtable conversations around the world. We have now brought together almost 6,000 attendees to share experiences, perspectives, and—importantly—solutions. Through both intimate and large-scale events, we used this year’s theme—Mind The Gap—to look closely at why senior-level women so rarely make it into the C-Suite, and to share examples of success.
Based on Egon Zehnder's published analysis, there is measured progress in diversity gains among women on Boards.
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.