Setting binding objectives to promote diversity at the top of companies
The correlation between gender diversity in top management and company performance is well established. Despite a strong case, and many initiatives in the public or corporate arena, change is not really happening and women are still widely under-represented in corporate top management. Setting clear expectations and objectives is a first step, then we need to leave some time for companies to build the critical pipeline of female talent, trusting them to do what is right. And finally, if nothing changes, there must be a mandatory mechanism ensuring we make it happen. We are committed to make this change happen at Mazars.
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