This is good. Before behind-screen auditions were widespread for musicians, hardly any women at all were accepted into symphonies. Now women make up half of these orchestras.
However, for a position on a corporate board, there's no similar way to get rid of inherent bias. In a study where the exact same resume was sent out with either obviously white names or obviously black names, only the obviously white resumes were really looked at. Similarly, I would suspect that people would be dismissive of resumes with female names on them in addition to falsely perceiving, once they actually meet the person and find out that she's female, that there's something not as strong, or willful, or collected about this woman, just as the judges in the pre-blind auditions falsely perceived a lack of emoting and virtuosity when they saw the performer was a woman.
In the end, when these companies ignore half the talent in creating their corporate board, they're only hurting themselves.
However, for a position on a corporate board, there's no similar way to get rid of inherent bias. In a study where the exact same resume was sent out with either obviously white names or obviously black names, only the obviously white resumes were really looked at. Similarly, I would suspect that people would be dismissive of resumes with female names on them in addition to falsely perceiving, once they actually meet the person and find out that she's female, that there's something not as strong, or willful, or collected about this woman, just as the judges in the pre-blind auditions falsely perceived a lack of emoting and virtuosity when they saw the performer was a woman.
In the end, when these companies ignore half the talent in creating their corporate board, they're only hurting themselves.
Chicago: A place where you can actually do stuff and attend concerts.
UIC>UIUC.