You know, it's partly luck, but I think we have some very experienced board members around the table who bring with them the HR element. Also, I will say that the individual, a woman, who chaired our search committee has made a huge difference by having that kind of skill set at the table in order to—if you're using a search company—direct them and give them the mandate they need. We certainly found that the search company was very willing and very happy to take that kind of direction. Our search was over eight months. Nobody tried to hurry it. They weren't being paid by the hour. We took the time, they took the time, and we gave them the direction. I think that's a critical piece.
Then, of course, once you get women into senior management positions as the decision-makers, it starts to snowball. They start within their own networks in terms of finding the most skilled, most talented people. I think that's partly been it, and to go back to my earlier comments, I think the mission is one that really appeals to women and leaders.
Also, in terms of its being an organization that's ramping up, I think the challenge and the opportunities for a woman leader to put her imprint on an institution that is something of a blank slate.... I mean, we have our history, but there's a real opportunity to set a new tone. I know that in the case of our own recently hired CEO, that was very compelling. There are not many opportunities to come in, really grow an institution, and significantly influence its direction.
We had a number of factors that I think were favourable, but certainly, having within the board very strong female representation and skill, I think is adding.... We had a candidate who came in and looked around the table and whose first comment was, “Hmm—all women around the table.” That was compelling.