The only Black female CEO in the Fortune 1000 boosted her company's minority leadership by 50% in 4 years — here's how she did it
found that diverse companies are more likely to reexamine facts, remain objective, and come up with creative solutions. Wardell said a challenge in diversifying boards is that recruiters can require candidates to have prior public board experience, which strains the the applicant pool. A 2019 report from Lean In and McKinsey found that men of color and women of color make up just 10% and 4% of corporate C-suites, respectively.
"What I've learned is it's just not as simple and easy as putting out an edict that you want to have a diverse population of leaders in your organization," she said. "You have to be intentional about programs to grow people from within and get them the skills that they need." Recently, Black female leaders have been calling out racial harassment and toxic work environments at major corporations. Two Black women publicly quit Pinterest due to struggles getting fair pay andWardell said one way she has implemented her philosophy on the importance of diversity was through transparency and open communication throughout her 6,800-person company.
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