Diversity and Inclusion in Board of Directors: A Case Study Analysis

This report analyzes the diversity and inclusion within the board of directors of a company, specifically examining the Sprint Corporation. The analysis highlights the limited representation of women and various ethnic groups on the board, noting the dominance of certain demographics. The report emphasizes the importance of demographic diversity in board appointments, arguing that it fosters diverse perspectives and innovation. Recommendations for future board appointments include increasing female representation, incorporating members from underrepresented ethnic groups, and considering LGBTQ+ professionals. The report suggests that including individuals from customer relationship sectors could further enhance the company's operations. The author references relevant academic sources to support the arguments made in the report.

Running head: DIVERSITY AND INCLUSION IN BOARD OF DIRECTORS OF A
COMPANY
Diversity and Inclusion in Board of Directors of a Company
Name of the Student:
Name of the University:
Author Note:

1DIVERSITY AND INCLUSION IN BOARD OF DIRECTORS OF A COMPANY
Link to company corporate government: Sprint Corporation Board of Directors:
https://investors.sprint.com/corporate-governance/default.aspx
Do you feel that the composition of the organization’s board of directors incorporates
enough diversity and inclusion? Why or why not?
The board of the Sprint Corporation has 10 members and only one of them is female.
Evidently, the board composition shows that the representation of women and other ethnicity
is limited (Sprint Corporation - Corporate Governance, 2019). There are no voice of colored
people and most of the people in the board are Hispanic, with only one Russian and Japanese
representative. The educational and experience diversity is present in the board of directors.
People from different professional field are included in the board. There are military, naval
and Marine Corps professionals, bankers, lawyers, accountants and financial planners.
Do you think demographics should be considered when board appointments are
******e?
Demographics of the board are necessary to ensure a balance and exchange of power
and information are sustained at the top level. Having people from different, age, sex,
ethnicity and professions help bring new ideas and approaches that help in developing the
gaps that the company has (Tinsley et al., 2017).
For the organization you examined in your post, would you have any recommendations
next time the board has a vacancy and a new board member will be appointed? How
would you approach this situation?
Next time the board has any vacancy and a new board member is to be appointed, it is
recommended that the company appoints more female members and professionals from other
ethnicities. Including two colored members in the board of directors would increase the

2DIVERSITY AND INCLUSION IN BOARD OF DIRECTORS OF A COMPANY
diversity and inclusion. The company can also include members of the LGBTQ+ community
to improve their inclusion ratio.
In order to approach the situation, I would try to find women and LGBTQ+
professionals at executive positions. I will also find women working with the customer
relationship and satisfaction sectors so that they can improve that for the company. The same
approach will be taken to find the colored representatives.

3DIVERSITY AND INCLUSION IN BOARD OF DIRECTORS OF A COMPANY
References
Sprint Corporation - Corporate Governance. (2019). Retrieved 26 December 2019, from
https://investors.sprint.com/corporate-governance/default.aspx
Tinsley, C. H., Wade, J. B., Main, B. G., & O’Reilly, C. A. (2017). Gender diversity on US
corporate boards: Are we running in place?. ILR Review, 70(1), 160-189.