The importance of building a pipeline for gender diversity on boards

Companies that have successfully increased gender diversity on their boards prioritize building a pipeline of diverse candidates. Instead of hurriedly searching for a diverse candidate whenever a board opening arises, these companies maintain constant lists and actively network to identify potential board members. Cultivating a female board member can take around two years, which highlights the long-term commitment needed for achieving diversity. By expanding networks beyond traditional channels and reevaluating criteria for board membership, companies can tap into a wider pool of diverse talent.