Comment posted on the forum :
Très peu de femmes sont directrices-générales dans le secteur privé. Qu’en pensez-vous ?

Seek out highly successful women executives who should be on boards, but for some reasons are not. The issue is to address the problem both tactically and strategically. The Global Private Sector Leaders Forum is an initiative of the World Bank Group Gender Action Plan (GAP) to engage private sector leaders in promoting women''''s economic empowerment. The Forum is one of World Bank President Robert B. Zoellick''s six new commitments on gender equality.

The Forum is comprised of a group of influential global business leaders who have made commitments to creating opportunities for women as an integral part of their core business, corporate social responsibility agendas or diversity and inclusion initiatives: Forum Sponsorship’s Millennium Development Goal (MDG): Promoting Gender Equality and Empowering Women Gender at The World Bank Group 6 New World Bank Group Commitments on Gender Equality.

Mauritius: how to help make this happen? Undertake strategic initiatives to prepare the next generation of female board members.  Include research to establish the overall business case for diversity, including gender diversity partnering with business associations to promote discussion and encourage women''s networking and developing a national diversity practice to help firms look at the wider issue of attracting and retaining high-level minority and female executives within corporate ranks.

In Europe, they perform research on board-level trends, women board directors, and the psychology of business leaders. From their work, they are convinced that psychological diversity on a board can greatly strengthen its ability to have open discussions, leading to sound decision-making. A diversity of skills and culture are critical in this regard. And, while it cannot be assumed that women will bring psychological diversity to a board, the presence of women may in itself signify a more flexible or open corporate culture.

All of these characteristics play a role in how issues are perceived, how questions are asked, and how challenges are resolved.

Britain : One survey-based report, ''Route to the Top: What does it take for women to get on to FTSE100 boards?'' highlights the dynamics and challenges of getting women through the boardroom door. The report focuses on the UK but it is informative for any audience, presenting data on the characteristics of women directors and their boards. To accelerate the presence of women on boards, it recommends a more proactive approach by all search consultancies to find high achievers. It further suggests that board nomination committees not only appoint women but also ensure their membership on these committees.

World Economic Forum''s Global Agenda Council on the Gender Gap where it promotes high-level discussion on board talent strategy. The ‘Women of Influence'' events allow senior women in different regions to broaden their contacts.

Meanwhile, Women Corporate Directors, an international membership organization that includes female CEOs, COOs, and other corporate-level executives, has also greatly benefited. It has helped Women Corporate Directors open new chapters in London, Delhi, Mumbai, Beijing, Hong Kong and Sao Paolo. Each chapter helps educate members on the latest board responsibility issues, while allowing them to network to find new board appointments or new talent for their own companies.