Converging the stock markets

There will be no avoiding the corporate cancer for those who seek public financing:

US stock exchange Nasdaq has warned listed companies they must appoint at least two “diverse” directors to their board – a ‘self-identified’ female and an “underrepresented minority” or LGBTQ person – or possibly face delisting.
Nasdaq revealed its plan to turbocharge diversity on its exchange in a proposal filed with the Securities and Exchange Commission (SEC) on Tuesday. 
Under the proposed new rules, not only will all listed US companies be required to “publicly disclose consistent, transparent diversity statistics regarding their board of directors,” but “most” companies would have to either appoint “diverse” board members or explain why they hadn’t done so in a letter. 
The mandatory addition of “one [director] who self-identifies as female and one who self-identifies as either an underrepresented minority or LGBTQ+” appears to leave room for Rachel Dolezal-style “self-identification” as something other than white, male, or straight – a potential loophole for companies that prefer to keep their current boards. Non-US companies and small firms would be permitted to appoint two female directors instead.
Listed companies would be required to publish their diversity stats within a year of the SEC adopting Nasdaq’s proposal, and be required to have “one diverse director” within two years of implementation. Depending on company size, they would have four or five years to comply with the two-director requirement. Those who fall short can escape delisting only “if they provide a public explanation of their reasons for not meeting the objectives.”

The reason this is NASDAQ and not the NYSE is because the companies in the DOW and the S&P 500 are, for the most part, established companies that have already been converged. Companies that list on NASDAQ are much younger and haven’t necessarily been saddled down with the diversity anchor, which would give them a competitive advantage.

Diversity in the board necessarily implies future diversity in the workforce, as the top priority for women and minorities in any organization is almost always to bring in more of their own kind.