A governance expert, Sandrine Dubois has 30 years’ experience in banking, wealth management and investment funds in Luxembourg. A director certified by the Luxembourg Institute of Directors, she is a member of several boards of management companies, alternative investment fund managers (AIFM) and investment funds domiciled in Luxembourg such as Eurizon Capital, Klarphos, ICG Europe, Langham Hall Luxembourg and several investment funds.
Paperjam: What are the main challenges you have faced as an independent female director?
: There are many challenges involved in starting and then progressing in the career of an independent director. I don’t feel they were any different because I’m a woman. However, having met them as a woman offers the opportunity to inspire other women and that is rewarding.
Do you think gender equality is progressing on boards?
The statistics show that too little progress has been made, and boards of directors turn over slowly. However, even slow progress is visible.
What do you think about quotas for women on boards?
I don’t think quotas are an ideal solution, but they are a useful step. They should not be an end in themselves, but an intermediate measure to encourage deeper changes and redress the balance.
As a female director, do you feel a particular responsibility to champion issues of parity and inclusion?
As a woman on a board, it’s natural to feel a certain responsibility to carry or champion issues related to parity and inclusion. However, I have to say that I have never felt isolated in this cause. I attach the same importance to the place of women on management committees. My presence and that of other women on the board and in management shows that it is possible to reach these levels of responsibility. I hope that this will also inspire future generations within companies.
In your opinion, how does diversity influence the performance of a board of directors?
Diversity, not just gender diversity, positively influences the performance of a board of directors by providing a wealth of perspectives and better representation of different stakeholders. A variety of viewpoints helps to identify risks or opportunities that might be overlooked in a homogeneous group. Diverse boards don’t just tick a box, they send a positive signal in terms of governance and commitment to inclusion, and strengthen their image with investors, partners and customers.
What solutions or policy do you think could encourage better parity?
Improving parity on boards of directors, but also at management level, could be encouraged by both incentives and cultural changes: imposing temporary quotas, highlighting companies that are performing well in terms of parity, but above all transforming mentalities in the long term. New generations tend to be more open and committed to diversity.
What advice would you give to a woman who is hesitating to take the plunge?
Dare to step out of your comfort zone, don’t underestimate your expertise and abilities, focus on your skills and not your shortcomings. Accept opportunities. Don’t wait until you feel completely ready. Most skills can be acquired through practice, in real-life situations. You don’t have to be perfect!
This article in French.