About Us
Our Commitment to Diversity
It’s not a question.
Diverse boards are the answer.
What gets measured gets done.
Leveraging the methodology used by institutional investors our targets for boards reflect the U.S. population, the most diverse growing populace year-after-year.
As of 2019, the demographics of women in the U.S. was approximately 60% White and 40% Women of Color. By 2050, the proportion is expected to shift to 46% White and 54% Women of Color.
Given the statistics, women of color should represent at least 20% of all corporate board seats.
To reach this goal, 50/50 Women on Boards is committed to accelerating gender balance and diversity on boards of Russell 3000 Index companies, with women holding 50% of the board seats and women of color holding at least 20% of the board seats.
As data is made available by race and ethnicity, we are committed to disaggregating the data to report by Latinx, Black, Asian Pacific Islander, Indigenous, Middle Eastern, and Multiracial men and women board directors.
To drive change we will continue to educate women, including women of color on how to pursue a corporate board seat, advocate for the business imperative of women on boards, collaborate with like-minded corporations and organizations who share this same goal, and transparently report on the progress.
Our commitment
to diversity
WHAT GETS MEASURED GETS DONE.
Taking the lead of global institutional investors who tailor goals based on a country’s demographics, our target goals reflect the U.S. population, which presents the most diverse populace, and is growing more diverse by the year. As of 2019, the demographics of women in the U.S. was approximately 60% White and 40% women of color. By 2050, the proportion of women of color is expected to jump to 54% and 46% White. Given the statistics, women of color should represent at least 20% of all of the corporate board seats.
A business and human imperative.
Why are we singularly focused on diverse and gender-balanced corporate boards?
Corporate decisions affect all people at all levels. Therefore, the decisions affecting them should include board members with diverse racial and ethnic backgrounds, experiences, and perspectives.
A call for bold action.
We start by asking for change at the corporate level.
be transparent
We ask companies to be transparent by providing reliable diversity statistics and reporting at all levels, especially the leadership and board levels.
We ask companies to add individuals who identify as women, and who are from all racial and ethnic backgrounds, to reach diverse and gender-balanced boards.
embrace diversity
Remove barriers
We ask companies to establish best practices to remove barriers, bias, and racism against women, women of color, and under-represented communities so that they can thrive within the labor force.
Implementation strategies.
- Create flexible work environments to retain women, including women of color.
- Look for subconscious and unconscious bias, racism, or structural practices that discourage women including women of color to advance in their careers.
- Foster and sponsor career pathing of women and women of color earlier in their careers through continuing education and mentorship program.
- Actively support organizations such 50/50 Women on Boards, whose educational programs strategically accelerate women, including women of color.
- Get involved with professional associations or networks to identify diverse candidates.
- Measure the results, and transparently report on the company’s workforce and board diversity progress.