What are the Effects of Gender Leadership in M&A?


In the United States, human capital is becoming more and more diverse. Trying to estimate what the labor market will look like in the future, the US State Department for Employment projected the country in the 2050s as being made up of nearly 50% of current minority groups, with 25% of the total population represented by people of Latinx origin. The work sector also has an increasing number of older individuals, and the number of women is expected to increase in leadership positions.

At the moment, however, the boards of directors in the US are not very diverse. Statistics show that women hold only 14% of board positions, and the annual growth is still very meager.

Promoting gender diversity in M&A must first be part of a company’s culture and must be pivotal in its development strategy. Many initiatives can be taken in this regard, at each company’s level, including career development plans for women at the senior management level, guest lecturers, social events for staff to promote an inclusive culture, etc.

A recent research study indicates that innovative M&A business advisors that support diversity and inclusion in all aspects of their business outperform their competitors in terms of performance. Companies that prioritize gender representation benefit from their employees’ greater involvement, a stronger brand image, a higher profit, and constant organic growth.

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