In a 1976 McKinsey Quarterly article, the firm’s Jim Bennett noted that companies taking an honest look at how they handled the advancement of women were likely to uncover a number of “thorny attitude-based problems” that “will take much longer and prove much more difficult to solve” than “sex-based differences in benefits plans and obviously biased employment literature.”1 Our latest gender-diversity research—a survey of 1,421 global executives—suggests that cultural factors continue to play a central role in achieving (or missing) diversity goals. That underscores just how long lived and challenging the issues flagged by Bennett are.2
via Why gender diversity at the top remains a challenge | McKinsey & Company.
imho ever minute spent focused on “Gender diversity Goals” is worse than a complete waste of time, it is a denial of real equality.
The only criteria worth considering for any job / role / [position is “individual merit”, regardless of Gender, Race, Parentage, Religion or any other convenient label.
To base any appointment on some mythical notion of “Gender Diversity” is to literally sacrifice the best for the job and the best interests of the enterprise on the alter of cultural dogma
Using a different parameter, say the colour of the skin the applicant was born with, instead of the sexual attributes the applicant was born with,
a goal such as “Gender Diversity” would be recognised as pure “racism”
as the wonderful Margaret Thatcher said “I owe nothing to Women’s Lib.”
She achieved and reached the pinnacle of success (and I voted for her back in the 1970s)…. not because she was male or female but because of the values she demonstrated