DeeDee DeMan, Founder, Chairman & CEO and Chair, DE&I, Bench International
The fact that we’re still having the same conversations about gender diversity in executive leadership in 2025 is, frankly pathetic. The fact that DEI is now deemed its own kind of ‘4-letter word,’ particularly when it’s not as simple as believing diversity and inclusion is just about gratuitously forcing people into roles, but it’s truly impacting dimensional business thinking and decision making.
Don’t get me wrong, I’m married to, raising, and working alongside many exceptional white males who have traditionally dominated executive spaces. Not only do I respect and value their contributions, but I also recognize that leadership excellence isn’t exclusive to any one demographic. That said, do we really believe that a boardroom or C-suite made up entirely of individuals from similar backgrounds can provide the multidimensional perspectives required in today’s complex business landscape?
Diversity in leadership isn’t about exclusion; it’s about ensuring decision-making reflects a broad range of viewpoints. Homogeneous leadership teams may include outstanding individuals, but can they truly navigate the complexity of today’s world?
Decades of data demonstrate the clear correlation between diverse leadership teams and superior business outcomes, yet the C-suite across major sectors remains overwhelmingly male. Make no mistake, this is not a social, or social justice issue. This issue is at the core of success in financial outcomes for businesses, and investors are increasingly recognizing the risks of backing companies that fail to prioritize diverse, inclusive leadership.
Irrespective of today’s ‘pox’ on DEI, momentum is building, and organizations will be subject to greater scrutiny if they continue to overlook qualified women and other underrepresented groups for top leadership roles. We would all do well to accept that this isn’t about checking a DEI box—it’s about unlocking the full potential of businesses by ensuring that leadership teams reflect the multidimensional realities of decision-making. The inclusion of diverse perspectives in executive leadership enhances strategic assessment, leads to more logical, practical, and executable decisions, and ultimately drives superior returns.
The Investment Risks of Homogeneous Leadership
Investors, and particularly the rising number of women moving into the investment community, are increasingly vocal about the persistent lack of gender diversity within their portfolio companies. This raises a critical question for investors: Are we willing to accept the inherent risks of backing companies that ignore the proven advantages of diverse leadership, when all the while studies consistently demonstrate that organizations with gender-balanced leadership outperform their counterparts in revenue growth, innovation, and risk management?
- A McKinsey & Company study revealed that companies in the top quartile for gender diversity on executive teams were 25% more likely to achieve above-average profitability compared to those in the bottom quartile.
- S&P Global Market Intelligence research demonstrated that firms with female CEOs and CFOs generated excess profits of $1.8 trillion over the study period, underscoring the powerful financial impact of women at the top.
- Harvard Business Review reports that venture-backed startups with at least one female founder perform 63% better than all-male founding teams, yet a paltry 2.3% of VC funding goes to women-led startups (HBR).
The underrepresentation of women, and other underrepresented groups, in the C-suite isn’t just a social problem—it’s a bias with entrenched old belief systems that foster critical financial blind spots. Companies that persist in operating with homogeneous leadership teams will face increasing investor skepticism, significant talent acquisition challenges, and potential reputational damage, and their financial edge as the cost of inaction rises exponentially.
Bench International: 50 Years on the Front Lines of Change
At Bench International, we’ve been on the front lines of this fight for 50 years, unrelentingly pushing this rock uphill, championing for balanced leadership slates with every search we take on. We’ve seen firsthand that talent is not the rate-limiting factor—opportunity is.
We have the data, we have the evidence, and we have a deep pool of qualified, diverse talent. What we fight every day is the lack of collective will and commitment to dismantle the systemic barriers that continue to hold women and other underrepresented groups back.
The Bank of Women® and the Bank of Inclusion™: Our Commitment to Action
We’re not just talking the talk; we’re walking the walk. At Bench International, we’ve implemented two critical initiatives to ensure that every executive search prioritizes diverse leadership:
- The Bank of Women®: This is non-negotiable. Every single search we conduct must include a slate of highly qualified women candidates. No exceptions, no excuses. This ensures our clients have access to the best and brightest female talent available.
- The Bank of Inclusion™: We go beyond gender. This program guarantees that we present leaders who bring a broad range of diverse perspectives, including but not limited to gender, race, ethnicity, sexual orientation, and disability while ensuring alignment with our client’s core values. Diverse thinking leads to better decisions, plain and simple.
A Call to Action for Investors: Put Your Money Where Your Mouth Is
The heartening news is we are seeing a strong trend of ‘the talk meeting the walk,” as investors, clients, and employees increasingly demand accountability and real change. Investors and portfolio managers are beginning to not just believe, but actually execute on the fact that time for passivity has passed its usefulness and is over, with the recognition dawning that companies resistant to diversity are not just socially irresponsible; they’re increasingly risky investments. The pressure from advocacy groups, regulatory bodies, and market forces will only intensify. Those who proactively invest in leadership diversity will not only mitigate risk but also unlock significant competitive advantages. Here’s what we can and must do today:
- Demand Transparency: Insist on receiving and analyzing data on the gender, racial, and ethnic composition of leadership teams and candidate pools within your portfolio companies.
- Integrate Diversity Metrics: Make diversity metrics a core component of your investment criteria and due diligence processes.
- Engage Actively: Engage directly with portfolio companies on their strategies for the execution and deployment of truly diverse and inclusive leaders. Offer guidance, resources, and incentivize meaningful improvement.
- Publicly Champion Progress: Recognize and publicly support companies that demonstrate a genuine, measurable commitment to inclusive leadership.
This momentum is undeniable. Investors hold the power to accelerate this change by holding leadership teams accountable and ensuring that their portfolio companies prioritize diversity and inclusion at the highest levels. The future of business depends on it. After 50 years, Bench International is no longer just pushing the rock up this hill. We’re are breaking down the walls, and the ceilings that have kept diverse talent out of the C-suite for far too long.
Join us in this mission!