By Martin Nordklev-Fredriksen, RUUD Executive / IESF Norway
Equal representation on boards is not a symbolic goal—it is a strategic imperative. Diverse leadership teams make better decisions, drive innovation, and create stronger, more resilient organizations.
From Oslo with Purpose: What We Learned Across Borders
During the IESF Regional Meeting in Oslo, one theme was clearly top of mind: the urgent need to accelerate gender diversity at the top of organizations. Not because the world is watching, but because the results speak for themselves.
Each country brought unique perspectives to the table:
- Poland is beginning to address board diversity with policy support, though systemic change is still in early stages.
- France has implemented a quota law since 2011 and is now moving beyond board seats to target executive-level representation.
- Sweden continues to lead through a strong culture of equity, even without a legal quota.
- Germany is showing positive signs of progress following legislative intervention, though challenges remain in C-level roles. Germany is traditionally regarded as a conservative country where huge changes take time.
- Turkiye sees a growing number of female leaders, especially in entrepreneurship and civil society.
- Canada emphasizes voluntary targets and market pressure, aligning with ESG priorities.
- United Kingdom has made great strides through initiatives like the FTSE Women Leaders Review, but the glass ceiling at CEO and Chair level remains stubbornly intact.
Norway: Leading by Legislation, Culture, and Long-Term Vision
Here in Norway, we’ve seen firsthand how ambitious policies—when paired with cultural support—can move the needle.
As of January 1, 2024, Norway became the first country in the world to introduce a mandatory gender quota for corporate companies. Requiring at least 40% female representation. While initially met with resistance, this bold move has reshaped our boardrooms and created space for a generation of highly competent female leaders. As of 2024 this regulation is also stepwise valid for SME companies in Norway.
But quotas were only the beginning. Today, Norwegian organizations are also:
- Investing in board readiness programs for women in middle and senior management.
- Building inclusive succession pipelines, with a long-term view on leadership development.
- Collaborating with executive search firms like RUUD Executive to challenge bias and identify under-the-radar female talent.
We’ve learned that representation must be earned, not given—and that it thrives when supported by trust, competence, and continuous learning. However, there are still some challenges with implementing the legislation. Many companies have not complied yet, while other go around the rules in the legislation by reducing the number of board members not having to include female board members. Overall, most companies comply and uses this new opportunity to not only focus on gender equality but also focus on bringing in new and vital competence for the future growth of the company. We also experience, that new younger and skilled female professionals are entering the board room, where in the past a selection of a few women had many board assignments at the same time. Also, by bringing more women into the board room, they get a new valuable “owner perspective” on running a business which strengthen their opportunities for getting attractive C-level roles in addition to board member positions.
“In the Nordics, we’ve learned that quotas alone don’t create lasting change. It’s about building trust in female leadership and making space for different voices to be heard—especially when they challenge the status quo.”
— Martin Nordklev-Fredriksen RUUD Executive / IESF Norway
New Faces of Leadership: Young, Confident, and Ready
Across countries, we are witnessing the rise of young, self-assured female leaders who are not asking for permission—they are setting their own course. These women bring fresh perspectives, challenge legacy mindsets, and often outperform traditional leadership expectations.
It’s not just a trend. It’s the future.
The IESF Perspective: Diversity Is Not a Checkbox
At IESF, we believe that inclusive leadership is not about meeting quotas—it’s about building value-driven organizations that reflect the world we live in.
That’s why our partners are committed to:
- Broadening the leadership pipeline to include more women and other underrepresented groups.
- Supporting leadership development that prepares women for executive and board-level roles.
- Helping clients look beyond image, and focus on performance, potential, and purpose.
Call to Action: From Insight to Impact
As global executive search professionals, we have a responsibility to go beyond the brief. By actively promoting diverse and inclusive leadership, we help our clients make better decisions and build stronger organizations.
We encourage all IESF partners to share:
- Successful board appointments of women and underrepresented talent,
- Lessons learned from working with clients on inclusive leadership,
- Local strategies that can inspire a global shift.
Together, we can strengthen our collective expertise and lead the way in building the diverse boards of tomorrow.