Gillian Arnold, Chair of BCSWomen, says:
“We believe that companies should be encouraged to put more thought into recruitment policies and target planning for success to ensure an equal pipeline of female talent. While we’re not advocates of quotas, not having quotas has not changed anything. We know they are a blunt instrument and can have unwanted consequences (e.g. tokenism), however, they do force change.
“We feel that could be room for some kind of quotas which focus not on the number of women on boards or executive leadership but more on the elements that will bring about lasting change for example, parental leave policies, balanced recruitment pipelines, transparent recruitment processes, educating children to appreciate and embrace diversity and ensure gender parity when it comes to pay and opportunities.”