The increased presence of women on the boards of corporations is an international trend worth following by all countries. There are many good reasons for increasing gender diversity on boards have been evidenced by various studies such as better decisions, performance, and representation of the consumer base. However, the country of Mauritius has been lagging behind in terms of legislative initiatives to promote female representation on corporate boards. A study conducted by the Hay Group in association with the Mauritius Institute of Directors in 2015 supports this fact.

The study seeks to identify the relative benefits behind the global trend of achieving gender diversity on corporate boards and on the factors that impact the representation of women on such boards. Some various kinds of regimes and initiatives that have been developed in some countries mainly Norway and the UK will be analysed to deal with the issue of underrepresentation of women on corporate boards. The purpose behind this research is to provide effective recommendations for Mauritius to achieve a greater level of gender diversity on corporate boards.

The methodologies for the research are, in essence, comprised of the black letter approach which analyses the legal provisions relating to directors in Mauritius, Norway, and the UK. Journals, books, and reports amongst others will be also examined.

The paper aims at responding to the research objectives set out above. In particular, a soft-law approach in terms of voluntary target and non-financial disclosure in terms of gender diversity status is suggested as a first step to resolve low representation of women on corporate boards in Mauritius.

妇女在公司董事会中的席位增加是所有国家都应遵循的国际趋势。各种研究表明，增加董事会中的性别多样性有很多充分的理由，例如更好的决策，绩效和消费者基础的表示。但是，毛里求斯国在立法倡议方面一直落后于促进女性在公司董事会中的代表权。Hay集团与毛里求斯董事协会联合在2015年进行的一项研究支持了这一事实。

该研究旨在确定在公司董事会中实现性别多样性这一全球趋势背后的相对利益，以及影响妇女在此类董事会中任职人数的因素。将分析一些国家（主要是挪威和英国）制定的各种制度和倡议，以解决妇女在公司董事会中任职人数不足的问题。这项研究的目的是为毛里求斯提供有效的建议，以实现公司董事会更大程度的性别多样性。

这项研究的方法实质上是由黑体法构成的，该方法分析了与毛里求斯，挪威和英国董事有关的法律规定。还将检查期刊，书籍和报告。

本文旨在回应上述研究目标。特别是，作为解决毛里求斯妇女在公司董事会中任职人数偏低的第一步，建议采用一种基于自愿目标的软法方法，以及一种基于性别多样性状况的非财务披露方法。