Flying on a sticky note?

If you’re a Board Member or part of the C-suite, chances are your calendar looks like a colour-coded war zone and your dashboard has more metrics than the cockpit of a Boeing 787.

Revenue? ✔
Risk? ✔
Compliance? ✔
Gender equity? … Uh, where’s that sticky note again?

Here’s the truth: If you’re not measuring gender equity like every other business-critical function, it’s not going to move.

And no, hosting an IWD event once a year doesn’t count as a strategy.

What the Best Boards Do Differently:

✅ Set real targets – Not just for diversity, but for attraction, retention, progression, flexibility, and leadership development.

✅ Track it like you mean it – Review progress at board level like you do for financials and risk. If it matters, it’s on the agenda.

✅ Resource it properly – Culture doesn’t change on vibes and volunteer effort. It takes funding, time, and ownership.

✅ Own the outcome – DEI shouldn’t sit in a side project or an HR corner. Boards need to lead it, model it, and be accountable for it.

Here’s a Reminder for Every Boardroom Table:

💡 If it’s not on the dashboard, it’s not on the radar.
💡 If it’s not being tracked, it’s not being fixed.
💡 And if you’re not owning it—you’re delaying it.

I’ve written a practical, straight-talking How-To Guide on accelerating women into leadership positions and closing the gender pay gap.

It’s being used by companies that want to stop talking and start moving.

📩 Want a copy? Send me a message or click the button below and I’ll post one your way—sticky note not included 😀

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A former Board Member, CPO, and 2022 HR Leader of the Year, Anoop creates the space for C-suite leaders to turn complexity into clarity and strategy into action.