Do We Really Need More Female CEOs?

No, we do not need more female CEOs. In fact, we do not need more male CEOs either. In reality, what we need are a lot more competent CEOs. In my professional life, I am often surrounded by bright, capable, and competent CEOs. However, many of them are also incredibly stupid, greedy, and lacking in wisdom. They are often supported by sycophantic senior management, further compounding the problem.

The Number One Issue: Inability to Listen

The primary issue with many CEOs is their inability to listen and plan beyond their next golf holiday. This obsession with short-term gains at the expense of long-term strategy is detrimental to the success of any organization. It’s time for a change.

Skills and Experience Over Gender

The selection of a CEO should be based solely on skills and experience, not on gender, race, or any other arbitrary criteria. Our current system is already skewed. We see a higher percentage of female CEOs per capita compared to men who make similar sacrifices for their careers.

The Truth Behind the Lack of Female CEOs

Why do we still not see many female CEOs? It’s quite simple. It’s about sacrificing personal life for a career. Only one in one hundred women are willing to make this sacrifice, while ninety-nine out of one hundred men are. Let’s consider the implications:

For a country of 20 million people, with an equal distribution of 10 million females and 10 million males: Women are 10 million, and 20 out of every 100,000 women are CEOs. This translates to 200 out of a million. Men are 10 million, and 200 out of every 9,900,000 men are CEOs. This translates to 22 out of a million.

This calculation already takes into account factors such as job choice, and we still see a significantly higher chance for women to become CEOs. So, why do we think women are discriminated against when they choose a career path over staying at home? Does a nurse, teacher, university professor, or doctor become a CEO? These choices drastically reduce the number of potential candidates for CEO positions.

Women who choose to prioritize their family or stay at home have a higher chance of becoming CEOs than men without any government intervention. This is because men are more likely to sacrifice their personal life for their careers, which means they have fewer choices to begin with.

Business owners do not need incompetent CEOs. Employees do not want to lose their jobs and income to incompetent managers. If we introduce quotas based on gender, we will allow those who have lost their qualifications or skills to rise to the top and potentially ruin businesses.

Conclusion

CEO positions are not starting positions; they are at the top of a long and challenging career path. Only a fraction of one percent win the title. Let’s not implement quotas that would force the least qualified to climb the ranks. It is crucial to focus on finding the best candidates, not on meeting arbitrary numerical targets.