Recently, the Financial Times (not exactly a bastion of feminist ideology), called for a gender quota for corporate boards – sparking floods of outraged responses from readers.
Such recommendations usually unleash a swift and vigorous backlash against rocking the status quo. Arguments are made about how diversity somehow degrades the talent pool – irrelevant, of course, because women are just as talented as men and in abundant supply.
The Financial Times is spot on. It's time that the financial sector – at all levels, but especially at the top – institutes what we at the National Council for Research on Women are calling the "critical mass principle." Explicit quotas may be illegal, but research has found that to have significant impact on decisionmaking, women, or any other underrepresented group, need to attain a critical mass of 33.3 percent.
The bottom line is that, because of advances in women's education and careers, there are sufficient numbers of qualified women in every area of specialization and expertise. Research bears out the fact that if you get this mass of women and others from underrepresented groups in leadership positions, whether in the boardroom or the corner office, the decisionmaking dynamic changes for the better.
Examples from across the business sector show that applying a "critical mass principle" is a powerful force for positive change. Research shows that for corporate boards, a core of three or more women leads to greater collaboration and inclusivity. And companies with more gender-diverse boards outperform companies with nondiverse boards by 53 percent according to Catalyst, a nonprofit organization that tracks women in business.
Moreover, companies with the most gender diversity among employees bring in nearly $600 million more in sales revenue than companies that lack gender diversity.