One of the supporters to whom I owe the most is Jeff, who has been relentlessly encouraging since before the launch of Campaign for Merit in Business in early 2012, almost five years ago, a year before the launch of J4MB.
Jeff is a terrific source of leads to articles, and recently sent me a link to a short opinion piece by Monique Svazlian Tallon, titled, “Four Reasons Why We’re Still Talking About Diversity on Boards”. Jeff writes:
I have not read anything more infantile and ridiculous about gender diversity on boards than this diatribe, Mike. The sense of entitlement from this woman is overwhelming……I do hope you have the time to respond to her.
An extract from the piece should help you grasp what a blithering idiot the woman is:
The business case for having more women on boards is clear. It has been shown that when there are two or more women on a board of directors, the organisation performs better on it’s ROI by 66%. If any other investment opportunity presented this kind of potential gain, businesses would have jumped. But they haven’t. Some say it’s due to a lack of understanding of the business imperative, others point to a pipeline issue or a lack of mentoring.
The daft woman clearly believes that the appointment of two women to a corporate board will increase ROI by 66%. She evidently considers this a causal link – ‘If any other investment opportunity…’ – rather than correlation, the latter not providing any justification for increasing female representation on boards. The causal link is more likely the opposite to the one she assumes – more financially successful companies can better afford to indulge in social engineering initiatives e.g. increasing the proportion of female directors on their boards.
The evidence from major longitudinal studies could not be clearer. Increasing female representation on corporate boards leads to corporate financial decline.
… male performance is over-estimated compared to that of women. Because women are held to stricter and higher standards, the odds of them progressing are lower.
When men and women perform an act, men are given credit more often while women are judged more harshly.
There is a general belief that women cannot be both good mothers and good performers, therefore women with children are less likely to be hired and promoted.
Women have the unique challenge of having to choose between being seen as competent or being liked, walking a tightrope between being too nice or being assertive, which often puts them in a double bind.
Monique Svazlian Tallon is an American, she unfortunately moved to Europe in 2009 after forming Highest Path. She is just one of countless ideologically-driven parasites (many of them are men) making a living out of developing and executing gender / diversity / blah blah blah initiatives in major companies. Her company’s strapline reads, ‘Developing 21st Century Leaders”. It should, more accurately, read, ‘Developing 21st Century Leaders With Vaginas’.
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