If they don't do the work, tech CEOs will continue to bemoan the lack of diversity in their leadership ranks and miss out on the benefits of diverse leadership, while not taking ownership for those efforts stalling.

Over the past several years, there has been a lot of public attention surrounding board diversity

The usual approach for finding candidates is to search for people who have some things in common with us, or have some experience that resonates with us, and that we can more easily put in a box

Insights from four DEI experts on how to craft a DEI(B) plan at your company.

Here is a presentation from a webinar I did today on Key Strategies for Increasing Board Diversity.

Last week, we released results from our Board Benchmarking Study, which uncovered that only 1 in 3 companies has an independent director on their board.

Today we’re excited to announce preliminary results from Bolster’s Board Benchmarking survey, our analysis of 250 private company boards.

Some people, when looking back at 2020, will remark what a difficult, turbulent year it was. I’m hopeful that founding teams and startups will look at 2020 and say, “that’s the year we drew a line in the sand and started diversifying our board. It was the best decision we ever made.”

At Bolster, we believe that diverse and inclusive teams and boards are more innovative, drive better business outcomes, and are stronger than homogenous teams. We aren’t the only ones that think that way.