Adding women to cap tables and boards

If you’re a woman exec ready to join a board, but not entirely sure how to go about it, there’s a terrific organization you should know about, called Him for Her. It puts potential board members together with CEOs, VCs and private equity companies who are frequently looking for board members, and even better the conversations take place over dinner. The best way to describe it is “director dating” and last week I co-hosted my second Him for Her soiree at Danny Meyer’s Union Square cafe, in NYC, where 15 seriously accomplished women met another 15 or so VCs and PE investors looking for new directors. The founder of Him for Her is a former tech exec, Jocelyn Mangan (Ticketmaster, Open Table) who realized that even the most experienced women don’t always have a network of CEOs or senior execs they can alert to their ambition to become a director. So she decided to close this “network gap” and create a social network where people meet, get to discuss relevant ideas (we had a frenetic discussion over when and how companies weigh in on geo-political issues). She’s signed up over 100 VC and PE firms and placed scores of women into board seats, including many women of color. It sounds absurd to call women diverse, given we are 51 per cent of the population, but despite all the virtue signaling from companies about how seriously they take female empowerment, we still make up only 33 per cent of public boards. And private equity and venture-led businesses rank way worse with a mere 14 per cent of board seats filled by women. And only three per cent of those are held by women of color. (For a moment it looked like there might be real progress in 2018 when California passed its Women on Boards law, mandating all companies based in CA include at least one woman. But it was overturned last year and so there is no longer any data on board composition being collected by the CA Secretary of State’s office. ) So if you’re an investor or CEO looking to add accomplished diverse execs to your board, or a woman ready to slip into a board seat, add HimforHer.org to your quiver. H4H also has a supply chain of directors for public companies too. And hopefully I will get to meet you at a dinner one of these evenings. #HimforHer #DannyMeyer #boards #womenonboards #director #Unionsquarecafe #JocelynMangan

The Real Reason Female Executives in Africa Aren’t Getting Board Roles (And It’s Not What You Think) Let’s address the myth head-on: It’s not because there aren’t enough qualified women. African boardrooms are still overwhelmingly male, On average, women hold 21% of board seats, 8% of board chair positions and 9% of CEO positions across the entire region (IFC, 2023) If expertise was the issue, we wouldn’t see so many female executives leading divisions, managing P&Ls, and driving corporate growth—yet still being overlooked for board roles. So what’s really happening? ➡ The Visibility & Access Gap – Many female executives are more than capable but aren’t in the right networks where board appointments happen. Boards often recruit from who they know, and if your name isn’t circulating in those spaces, you’re invisible. ➡ The “Experience” Catch-22 – Sometimes, women are told they need board experience to get a board role, but how do you get experience without being given a chance? ➡ The Reluctance to Self-Promote – Many senior women hesitate to put themselves forward, thinking “I need to be 100% ready” before applying. My goal is to change this narrative. I have launched Ascent- a gateway for female executives to amplify their visibility, build board-ready influence, and step confidently into leadership at the highest levels. We’re not waiting for change to happen—we’re creating the opportunities female executives need. That’s why Ascent is partnering with Shecluded to launch an initiative that puts female executives in advisory board positions for female-led businesses. Here’s why this matters: ✔ Board advisory roles are a strategic stepping stone – They give women boardroom experience, governance exposure, and the opportunity to shape business strategy without the full legal responsibility of a non-executive director role. ✔ They expand your board-level network – The best way to get on a board? Be in the room where board discussions are happening. These roles connect executives with founders, investors, and decision-makers who can open doors to corporate board seats. ✔ They build confidence in board leadership – Many women have the expertise but lack boardroom experience. Advisory roles allow them to strengthen their voice in leadership decisions before transitioning to full board seats. The Bottom Line Women aren’t lacking qualifications. They’re lacking access, positioning, and the right opportunities. At Ascent, we’re changing that. If you’re a female executive ready to take the first step into board leadership, let’s make sure you’re in the right rooms. Join us by clicking on the link in the comments Why do you think there are so few women on Boards in Africa?

As we celebrate International Women’s Day, I’ve been reflecting on where we stand when it comes to #women on boards. Yes, progress has been made—but too often, women are still the only or one of the few in the room. Malcolm Gladwell, in his latest book "Revenge of the Tipping Point," introduces the concept of the "Magic Third" – when women make up at least one-third of a corporate board, the dynamics change. That's when women can have real influence and move beyond token representation. So how do we get there? ✅ Access, not just advice – The biggest challenge isn’t a lack of capable women; it’s a lack of board opportunities. More women need direct access to board seats. ✅ Sponsors, not just mentors – Guidance is great, but women need people who will open doors and advocate for their inclusion. ✅ Rethinking board recruitment – Too many boards still rely on the same closed networks. Expanding the talent pool means looking beyond the usual candidates. This isn’t just about fairness – it’s about better decision-making, stronger governance, and long-term value for businesses and society.

Women now occupy less than one-fifth of corporate board spots of technology companies (50/50 Women on Boards). In tech, in many companies there aren’t enough women in the pipeline for leadership roles which ultimately impacts corporate board recruitment. If your organization is looking to recruit more women to its board, consider these factors: 📈Provide opportunities for women to move through the company in a variety of roles. 📈 Ensure women are considered for roles with profit and loss responsibility. These are most attractive for board positions. 📈Be specific about considering women with skills that are currently lacking on the board. Look for women who have acquired such skills in a different way, including those with a non-traditional career path. How is your organization creating opportunities for women to join the corporate board of directors? #Executivesandmanagement #Professionalwomen #Womeninbusiness