‘An Overt Act Of Marketing’: Leading Bank Increases Quota For Women In Senior Roles

Santander Bank Ana Botin (Executive Chair) discussed the decision of the company to place more emphasis on moving. women Assume senior leadership positions.

Santander Group of Spain owns the retail bank company located in Boston. It recently made a commitment to ensure that a third of all leadership roles are filled by women. “We’re making a huge effort but we have to do it the right way,” Botin, in interview CNBC publication Wednesday “But we also have to accelerate and so we’re putting in place plans to actually make that happen faster.”

One of the programs is to rotate female employees by taking on roles “which tend to be occupied by men” This means that women in companies are more likely than men to climb the ranks. “Basically having some kind of rule or incentive,” Botin continued “so that you move people around faster so that women can have experiences that allow them to get to the top.”

Companies that are committed to diversity, equity and inclusion (also known as DEI) and the environmental, socio- and corporate governance movement commonly called ESG often seek to increase the number of women in leadership positions.

The Daily Wire heard David Bahnsen tell The Daily Wire about leadership quotas that could be applied to females who have the ability to qualify by themselves for roles in wealth management. “Why should a talented female executive be held in suspicion of being a forced hire when her talents and capabilities can speak for themselves?” He pointed out.

Santander, however, highlighted its female leadership quotas on Wednesday press release In honor of International Women’s Day, the company has kept between 40%-60% female representation in its board of directors over the past two year. This is consistent with ESG precedents commitmentsThis also involved financing electric vehicle development, and mobilising billions of euro to help transition towards renewable energy.

The proponents of female leadership quotas argue that companies that implement such policies are more profitable. This assertion is not supported by Bahnsen or other skeptics. “If there were such a connection, why not hire 100% females? It is a non-serious attempt performed in a non-serious matter,” He continued. “No one believes that profitability can be measured and assessed in a causative manner around things like gender. The very suggestion is sexist on its face.”

ESG critics claim that ESG funds mix political and social causes such as diversifying the company’s leadership with respect for race or sex in a way that compromises profitability. ESG funds suffered Last year’s low performance by technology companies was due to ESG managers preferring them for their focus on corporate social and workforce diversity. However, ESG management tend to be more supportive of overperformance in energy companies than they are of energy companies. This is due to their dislike of industries with high carbon emissions.

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Bahnsen found that companies that promote and recruit according to merit will have the greatest long-term results. “A company focused on hiring the best candidates, which in a world of only two genders will always feature some percentage of men and some percentage of women, will perform the best,” He stated. “I am more and more convinced that these sorts of quota-based gender and race pronouncements are an attempt to pacify the critics of a market economy by appealing to a side hustle of the woke left. Companies that announce such intent and criteria are performing an overt act of marketing and pharisaism and nothing else.”

“From ‘An Overt Act Of Marketing’: Leading Bank Increases Quota For Women In Senior Roles“

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