Only 22.5% of board seats in the Fortune 500 are held by women, and only 4.6% are held by women of color (Catalyst). But diverse boards have a range of advantages: they have lower volatility, better performance and invest more in research and development; boards with at least 30% women are more likely to encourage innovative ideas. What are some strategies for organisations to assemble intersectionally-diverse boards? What contributions can women themselves make by serving on a board, and what are some paths towards a board appointment?
