Mandating diversity targets, such as sex quotas, may change headcount but not the underlying process of how board directors are fairly chosen and represented in the organisations' interest.  In practice, NED/INED appointments often depend on personal recommendations or closed networks (like the “old boys’ club”) rather than transparent, skills-based searches.  This perpetuates class stratification and undermines substantive independence.

 

We believe the real solution lies in fair, open, and competency-driven nomination and selection processes, with published criteria and independent oversight—rather than relying on numeric targets alone.