Wall Street Journal, December 7, 2020
Nasdaq recently issued a directive that would require listed companies to have at least one woman and another director who is either a racial minority or lesbian, gay, bisexual, transgender or queer—has found that three-quarters of its nearly 3,000 listed companies don’t meet its proposed criteria. Recruiting those directors raises a set of awkward challenges for companies. A board candidate’s ethnic background or sexual orientation isn’t always obvious, and scouting those candidates can require some unconventional digging, recruiters and directors say. A bigger, more sensitive issue, many say, is making their boardroom additions more than just a check-the-box exercise. Inclusive Viewpoint: Recruiting diverse talent requires cultural competence and intentional effort. With growing recognition of the business case for diversity in our workforce, companies must now make the seismic shit toward adding diversity leaders, diversity infrastructure and diverse board representation to the operational core of their business.