Academic literature on the topic 'Women executives – Europe'
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Journal articles on the topic "Women executives – Europe"
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Flabbi, Luca, Claudia Piras, and Scott Abrahams. "Female corporate leadership in Latin America and the Caribbean region." International Journal of Manpower 38, no. 6 (September 4, 2017): 790–818. http://dx.doi.org/10.1108/ijm-10-2015-0180.
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Purpose Despite gender parity in the general working population, the higher up one looks in ranks within the firm the fewer women one finds. This under-representation of women in top positions at firms is purportedly even more acute in Latin America and the Caribbean (LAC). LAC is a large and increasingly important region of the world where women are well-represented in the workforce and are comparatively better educated than men. Documenting if this resource is utilized at full potential is therefore of crucial importance. The purpose of this paper is to document the level and impact of female representation at the executive level in the region, as no systematic study exists on this topic. Design/methodology/approach The authors collect an original database of publicly listed companies to determine prevailing gender ratios among board members and executives in LAC region. The authors then estimate whether companies with women board members are more likely to appoint women executives. Finally, the authors estimate whether measures of female leadership at the firm are correlated with company performance. Findings The authors find that women are as under-represented in LAC as in the USA, but much less so in the Caribbean. The authors find that companies with women board members are more likely to appoint women executives in LAC. The authors find that measures of female leadership at the firm are correlated with company performance but only regarding board membership and only when the proportion of women on the board is greater than 30 percent. Again composition effects are important. Overall, the authors conclude that the LAC region exhibits empirical regularities about under-representation of women in leadership positions at the firm that are very similar to those found for high-income countries in Europe and North America. Originality/value The authors are the first and so far unique systematic study exists able to document the level and impact of female representation at the executive level in the region.
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Yanovskaya, Olga, and Anastassiya Lipovka. "Gender Stereotypes and Family Decision-Making: Comparative Study of Central Europe and Central Asia." Central European Management Journal 30, no. 3 (September 15, 2022): 61–84. http://dx.doi.org/10.7206/cemj.2658-0845.82.
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Purpose: The article aims to examine the impact of women’s decision-making power in families on their gender stereotypes about business executives in the promising but insufficiently explored regions of Central Europe (CE) and Central Asia (CA). Methodology: The study utilized multiple linear regression and Spearman’s correlation coefficients to analyze survey data (No=6,869) from Central European (Czech Republic, Hungary, Poland, and Slovakia) and Central Asian states (Kazakhstan, Kyrgyzstan, Tajikistan, and Uzbekistan). Findings: Central Asian women demonstrated stronger gender stereotypes about business executives compared to the Central European sample. Equally shared power in decision-making with a part-ner has a positive impact on weakening women’s gender stereotypes about top managers. Men’s unilateral decision-making correlates with their spouses’ higher gender bias, whereas independent women’s decisions do not reveal a relationship with their gender stereotypes. Research limitations: The study does not control respondents’ marital and mother’s status and excludes one of the Central Asian states, namely Turkmenistan. Research implications: Policymakers can use the present findings to forecast how familialist pol-icies reproduce gender stereotypes and inhibit gender equality. The research complements the specificity of the vicious cycle linking gender roles and stereotypes in the context of CE and CA and expands the “family cage” phenomenon. Originality/value: First massive research on gender stereotypes about business executives embrac-ing the Visegrad Group and four Central Asian states. The study discovers the internal aspect of family impact on women’s views of top managers that has been neglected before.
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Kartikeyan, Shashi, and Shabnam Priyadarshini. "Missing women in the boardrooms: across the board." Human Resource Management International Digest 25, no. 5 (July 10, 2017): 4–6. http://dx.doi.org/10.1108/hrmid-04-2017-0062.
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Purpose This paper aims to highlight the under-representation of women in leadership positions across the world. Design/methodology/approach The authors add their unbiased views in presenting the most relevant information found in literature. Findings The paper examines the representation of women in the leadership positions such as board members and/or CEOs/top executives in the corporate world across the globe to understand the new developments that may be changing the status quo. This is a review of legislative changes on bringing parity in boardrooms and its impacts in certain countries where such changes are already implemented. The changes implemented through quotas, penalties, and incentives for including women in boardrooms in certain countries in Europe, Australia, Canada, India, and Kenya show that finally the absence of women in boardrooms has been noticed. The countries are moving towards legal compliance; however, there is still a dearth of women CEOs around the world. Practical implications The paper points toward the fact that the interventions that have happened are late and have failed capable women who could have reached their full professional potential in the western world. Also, taking a cue, the rest of the world can impose sufficient and timely legislative change to leapfrog to a gender equal society at every level, including at the top. Originality/value The paper compiles the most significant facts and figures and presents them in a very concise manner for any busy executive or researcher thus saving hours of reading time.
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Passas, Ioannis, Konstantina Ragazou, Eleni Zafeiriou, Alexandros Garefalakis, and Constantin Zopounidis. "ESG Controversies: A Quantitative and Qualitative Analysis for the Sociopolitical Determinants in EU Firms." Sustainability 14, no. 19 (October 9, 2022): 12879. http://dx.doi.org/10.3390/su141912879.
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Environmental, Social, and Governance (ESG) criteria are novel and exciting tools of corporate disclosure for decision making. Using quantitative and qualitative analyses, the present study examined the key characteristics and trends of ESG controversies in the European market. At the same time, it identified the controversies’ determinants. A bibliometric analysis was the qualitative method employed on the data derived from Scopus using Biblioshiny software, an R package. The quantitative analysis involved an international sample of 2278 companies headquartered in Europe from 2017–2019 being studied using a Generalized Linear Model. The findings of this research highlighted the role of the “S” and the “G” dimensions of the ESG controversies as the most crucial in affecting controversies. Women are under-represented in the business hierarchy, but their natural characteristics such as friendliness and peaceability lead to a low level of illegal business practices. However, independent of gender, executives have personal gains that they want to satisfy. Thus, executives may become involved in unethical practices and harm their colleagues and the business’s reputation. On the other hand, democracy emerged as one of the most disputed factors. Democracy gives people the voice to express themselves and publicly support their ideas without restrictions. Although, the regression results showed that democracy is not always operated as the “pipe of peace” and can affect, to some extent, controversies.
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Hogan, Karen M., and Gerard T. Olson. "Governance and corporate control in the United States." Corporate Law and Governance Review 3, no. 2 (2021): 41–52. http://dx.doi.org/10.22495/clgrv3i2p4.
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This paper provides an overview of business entities in the United States. We analyze current trends in the ownership structures of U.S. firms, diversity and inclusion, mergers and acquisitions, minority shareholder rights protections, and review the literature related to corporate ownership and financial performance. With the shift in the U.S. from defined benefit pension plans to defined contribution plans and a desire for increased corporate governance, we observe a significant increase in the financial assets under management by large institutional investors. It is believed these large institutional investors can have a significant impact on the governance, decision-making, and performance of the U.S. publicly traded firms. We observe an increasing trend in foreign indirect investment in the U.S. from countries in Europe, Asia and the Pacific Rim, North and South America, the Middle East, and Africa. Additionally, increased compensation of publicly traded firms’ top executives is shown, which has resulted in an increased disparity between the compensation of top management teams and the firms’ hourly employees. Lastly, we expect the suggested bias against women and other minorities, as evidenced here, will be lessened in the future and should result in improved financial performance for firms
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Rashkova, Ekaterina R., and Emilia Zankina. "Ministerial Politics in Southeastern Europe: Appointment and Portfolio Allocation to Female Ministers." Politics & Gender 15, no. 02 (April 2, 2019): 211–39. http://dx.doi.org/10.1017/s1743923x18001071.
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AbstractIn light of the growing scholarship on women's representation in the executive, we examine whether extant theories on the determinants of female ministerial appointments apply to and explain the role of women in the executive in new democracies. We are further interested in better understanding the dynamics of portfolio allocation to female ministers. Given the different meanings that the political left and right carry in new compared with established democracies, we argue that ministerial appointments and portfolio allocations reflect this difference and therefore show diverse results. Presenting data on women ministers in five southeastern European states between 1990 and 2018, we analyze the descriptive representation of women at the highest echelons of political power. We establish that while the standard claim found in the literature that left political parties stage more women and with more progressive views, as shown primarily in scholarship on Western democracies, southeastern European women ministers who are given portfolios traditionally reserved for men are appointed primarily by parties of the right. Moreover, we find little support for the link between legislative and executive representation; rather, we see that the appointment of women ministers is related to the institutionalization level of the parties in power.
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Cohen, Susan. "The British Federation of University Women: helping academic women refugees in the 1930s and 1940s." International Psychiatry 7, no. 2 (April 2010): 47–49. http://dx.doi.org/10.1192/s1749367600005762.
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In early 1933, the members of the British Federation of University Women (BFUW), an organisation which was established in 1907 to provide a supportive network for the growing number of academic women, embarked upon a unique humanitarian mission to aid their counterparts in Europe (Sondheimer, 1957; Dyhouse, 1995). This remarkable undertaking, which came to provide academic women refugees with professional, financial and practical support, was in direct response to the growing threat from Fascism and Nazism. Almost from the moment that Hitler came to power in Germany in January 1933, the BFUW Executive Committee began to receive a steady stream of calls from German members of the International Federation of University Women (IFUW), whose lives and careers were affected by restrictions imposed upon them by the Nazi regime. Some were seeking help finding work and settling in Britain, while others were looking for temporary help as trans-migrants on their way to the USA, New Zealand or Australia.
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Rudik, Oleksandr. "The new working methods of the European Commission for 2019 – 2024: striving for more at home and in the world." Public administration and local government 45, no. 2 (July 23, 2020): 84–90. http://dx.doi.org/10.33287/102023.
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The article explores the new working methods of the European Commission for 2019 – 2024, which were presented by the President Ursula von der Leyen in her Communication to Commission on December 1, 2020. It clarifies the importance of the Commission’s new working methods in the context of the internal and external environment of EU-27 functioning, as well as the President’s ambitious goal, who wants «the next five years to be an opportunity for Europe to strive for more at home in order to lead in the world». According to the author of the article, the ambitions of the current Commission are due to three additional factors: the gender composition of the Commission (the President of the Commission is the first woman in this position in the EU history, and about half of the members are women), a fundamentally new internal and external environment which forms under the influence of the Brexit impact, as well as the need to reaffirm the role of the European Commission as a driving force in the European integration process, especially against the background of problems with compliance to the fundamental principles of the EU by a number of Member States, including post-communist ones. It is concluded that the Commission’s new working methods are designed to make this institution strong and fair, capable of working together to implement the provisions of the «Agenda for Europe» proposed by the President of the Commission. To this end, Ursula von der Leyen introduces a number of novelties to the way the Commission works, notably with regards to the role of the Executive Vice-Presidents, the High Representative / Vice-President, Vice-Presidents and Commissioners’ Groups; the creation of the Group for External Coordination; the role of the Secretariat-General in supporting the Executive Vice-Presidents and the Vice-Presidents; the Commission’s follow-up to European Parliament Resolutions based on Article 225 of the Treaty on the Functioning of the European Union; the introduction of the digital transformation objective and an open, inclusive and cooperative way of working.
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Binder, Bettina. "Women with STEM qualifications on supervisory boards. Does a high women quota in supervisory boards influence firm success?" European Accounting and Management Review 7, no. 1 (November 2020): 28–46. http://dx.doi.org/10.26595/eamr.2014.7.1.2.
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Many large companies in Europe include mainly men in supervisory boards and the women quota is often lower than 20 %. In Germany an optional women quota of 30 % in supervisory boards was proposed for capital market oriented companies in 2016. Some assume that without a gender quota the earnings of enterprises would shrink as male and female members in supervisory teams do not work in such a harmonized and structured way. Others think that a women quota in supervisory boards should be requested by law and should not remain optional. In this context, conducting research and analyzing the impact of the women’s presence in supervisory boards on the success of companies appear as a necessary topic. The present article looks at the companies of EURO STOXX 50 in the year 2015 and their success and tries to establish whether this success can be related to the percentage of female members in supervisory positions. It replicates in this way the study of Binder, Alonso-Almeida and Bremser (2016) which analyzed the relationship between female’s representation in the management board (executive board) and firm performance (measured by earnings before taxes – EBT) of the EURO STOXX 50 companies in 2014. It is in the same time an extension of the original study as the supervisory board is brought under scrutiny and a closer look at women qualifications, and especially women with STEM qualifications is provided.
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Kumara, Y. A. D. R. Ranjith. "Career development of women in the hotel industry: An Overview." Journal of Applied and Natural Science 10, no. 1 (March 1, 2018): 330–38. http://dx.doi.org/10.31018/jans.v10i1.1626.
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This paper focuses on factors affecting career progression of women in the hotel industry as discussed by researchers in different geographical locations in the world and to investigate whether women are indeed blocked in the process of advancing in their career. It is also focused to explore the mechanism adopted by the hospitality companies to mitigate the issue related to women’s career progression. An in-depth study was carried to by reviewing twenty-two articles related to the hotel industry and twenty-eight articles related to hospitality industry. It was revealed that specific factors are common to the industry irrespective of the geographical locations such as networking, gender discrimination, segregation, long and irregular working hours and work and family balance. However, factors like cultural barriers, taking risks on non-linear assignments and significance of finding a sponsor were limited to individual countries. Irrespective of the economic and social developments of the countries concerned covering America, Europe, Australia, Africa, Middle Eastern countries, Far East Asia and South Asian regions, the issue of lack of women leaders in the hotel industry has been a significant issue. The Glass ceiling effect on career development for women was widely discussed and confirmed the existence in many countries irrespective of legal frameworks of equal opportunities. Few uncommon issues were also publicised in the study in the USA commenting few challenges and barriers such as the importance of having a sponsor, making lateral moves with new opportunities and being a ‘”token” in a male-dominated executive table.
Books on the topic "Women executives – Europe"
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Françoise, Gaspard, ed. Les Femmes dans la prise de décision en France et en Europe. Paris: L'Harmattan, 1997.
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Network, FES-Young Women Leaders, and Friedrich-Ebert-Stiftung, eds. Young women, new politics: Expectations and experiences from Asia and Europe : conference proceedings. [Bangkok]: Friedrich Ebert Stiftung, 2001.
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1959-, Stahmann Marina, ed. Mit Seidentuch und ohne Schlips: Frauen im Management :eine empirische Untersuchung ihrer Lebens- und Arbeitsbedingungen. Frankfurt am Main: P. Lang, 1991.
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Göttingen, Universität, ed. GenderChange in academia: Re-mapping the fields of work, knowledge, and politics from a gender perspective. Wiesbaden: VS Verlag, 2010.
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Dienel, Christiane. Frauen in Führungspositionen in Europa. München: DJI Verlag, 1996.
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Women on corporate boards and in top management: European trends and policy. New York: Palgrave Macmillan, 2012.
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Fornengo, Graziella Pent. Un soffitto di cristallo?: Le donne nelle posizioni decisionali in Europa. [Roma]: Fondazione Adriano Olivetti, 1999.
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The reconciled hearts trilogy: 3 novels of contemporary romantic intrigue in beautiful europe. Uhrichsville, Ohio: Barbour Pub, 2014.
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Europe, Management Centre, ed. Women executives in Europe: Their attitudes to business. Brussels: Managment Centre Europe, 1985.
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Marilyn, Davidson, and Cooper Cary L, eds. European women in business and management. London: P. Chapman Pub., 1993.
Find full textBook chapters on the topic "Women executives – Europe"
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Lekic-Subasic, Zeljka. "Women and Media." In Handbook of Research on Discrimination, Gender Disparity, and Safety Risks in Journalism, 8–23. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6686-2.ch002.
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Difficulties that women face in the media professions and discrimination against women's access to decision-making posts within the media is a problem that transcends national borders. Becoming a greater part of this particular workforce would help to expand both the amount and quality of visibility for women – in news, television, and public sphere in general. Public service media (PSM), as broadcasting, made, financed, and controlled by the public and for the public, with the output designed to reach everyone and reflect all voices, should treat gender equality with the utmost importance. The existing data indicate however that, although some progress have been made, there is a lot to be done: while women among European PSMs represent 44% of the workforce, the number falls to less than 25% at the higher and executive positions. This chapter analyses the efforts made by the European Broadcasting Union's members and the measures they recommend.
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Beckwith, Karen. "Becoming Prime Minister." In Women and Leadership in the European Union, 173–92. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780192896216.003.0010.
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How do women rise to political executive leadership of European Union member states? Are there gendered pathways in EU countries that advance women to positions of executive power? Using 17 cases in 12 countries, the chapter examines the pathways of political party, region, and “newness” of country that led women to prime ministerships in EU member countries. Comparing two cases from the United Kingdom, the chapter further analyzes women’s strategic behavior within specific political openings in their parties’ leadership that precede becoming prime minister. The chapter finds that, for the EU, left-wing and right-wing political parties are equally unlikely to advance women as prime ministers, and newly formed countries, regardless of region, are not more likely to have female prime ministers than are established countries. The chapter confirms that female prime ministers continue to be rare in EU member states, generally serve less than a full term of office, and leave office at a relatively young age. The chapter concludes with a consideration of the connections between women’s prime ministerial leadership and their post-prime-ministerial political experience in EU institutions.
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Müller, Henriette, and Ingeborg Tömmel. "Women and Leadership in the European Union." In Women and Leadership in the European Union, 19–36. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780192896216.003.0002.
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Despite a recent increase in female politicians, managers, and experts in the European Union (EU), scholarship on women leaders and their performance and agency in European decision-making and executive politics remains limited. Against this background, this chapter focuses on women’s leadership in the EU. First, it conceptualizes women’s leadership at the intersection of leadership and gender studies; second, it examines the main opportunities and challenges to women’s access to and their performance of leadership in the European Union. In doing so, this chapter provides a twofold analytical framework that is based, on the one hand, on the distinction between positional and behavioral leadership and, on the other, on the distinction between political, administrative, and expert leadership in EU offices and functions. Integrating theoretical and empirical insights at the intersection of contemporary EU studies, leadership studies, and gender studies allows for a comprehensive study of women’s leadership and empowerment in European institutions.
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Askeland, Gurid Aga, and Malcolm Payne. "Katherine A. Kendall (1910-2010): a brief biography." In Internationalizing Social Work Education. Policy Press, 2017. http://dx.doi.org/10.1332/policypress/9781447328704.003.0004.
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Katherine Kendall was an important executive, fulfilling leadership roles in the International Association of Schools of Social Work (IASSW) for nearly 60 years. She experienced migration to the USA, the disruption of war, family disability and her own disability in her early life. As a young woman, she travelled in Europe with her husband in the 1930s, taking up social work training on their return. During World War II, she took up US government international liaison posts. Later, she researched international social work education for the United Nations, contributing to her PhD. Taking up executive posts in the US Council on Social Work Education, she became honorary, then executive secretary of IASSW, fulfilling consultancies and international visits, particularly in Latin America. She led a significant international social development project on family planning, and completed publications on issues in social work education and international social work, including historical overviews and biographical tributes to leaders in these fields, drawing on her experience.
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Vedral, Vlatko. "Social Informatics: Get Connected or Die Tryin’." In Decoding Reality. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198815433.003.0013.
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Everybody knows a Joe. Joe is the kind of guy who was the most popular boy in class, head boy at school, the life and soul of the party, and whenever he needs something, it just seems to happen for him. This is the guy we love to hate! Why is he getting all the breaks when we have to work so damn hard? As we continue to grind out each day at work, we see Joe is the guy with a big house, fast car, and the most beautiful women swooning over him. Most men would give their right arm to have a bit of that magic. So, how does he do it? Of course, I cannot tell you for sure (if I could my next book would be a bestselling self-help book), but it should come as no surprise that people with more friends and contacts tend to be more successful than people with fewer. Intuitively, we know that these people, by virtue of their wide range of contacts, seem to have more support and opportunity to make the choices they want. Likewise, again it’s no surprise that more interconnected societies tend to be able to cope better with challenging events than ones where people are segregated or isolated. Initially it seems unlikely that this connectedness has anything to do with Shannon’s information theory; after all what does sending a message down a telephone line have to do with how societies function or respond to events? The first substantial clue that information may play some role in sociology came in 1971 from the American economist and Nobel Laureate, Thomas Schelling. Up until his time sociology was a highly qualitative subject (and still predominantly is); however he showed how certain social paradigms could be approached in the same rigorous quantitative manner as other processes where exchange of information is the key driver. Schelling is an interesting character. He served with the Marshall Plan (the plan to help Europe recover after World War II), the White House, and the Executive Office of the President from 1948 to 1953, as well as holding a string of positions at illustrious academic institutions, including Yale and Harvard.
Conference papers on the topic "Women executives – Europe"
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Fatu, Ana Maria, Ana-Maria Pâslaru, Cristina Stefanescu, Iulia Chiscop, Stefana Maria Moisa, Ciprian Adrian Dinu, Valerica Creangă-Zărnescu, Madalina Matei, Gabriela Balan, and Anamaria Ciubara. "THE PREVENTION OF DEMENTIA BEFORE AND AFTER STROKE." In The European Conference of Psychiatry and Mental Health "Galatia". Archiv Euromedica, 2023. http://dx.doi.org/10.35630/2022/12/psy.ro.22.
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Introduction: Dementia is an important public health problem, the only cause of death that can not be treated or cured. The number of people who are diagnosed with dementia is increasing, over 55 million patients in 2021(about 5% of the world population), more than that a new case is diagnosed every 3 seconds, according World Health Organization. Prevalence of dementia is increasing, both before and after stroke. Aim: The purpose of this paper is to emphasize the importance of early identification of the risk factors associated with cognitive decline and the role of the complex health care approach. Method: The retroactive study involved analyzing the medical record of 60 subjects with stroke and cognitive impairments, hospitalized between july -december 2021. Furthermore we searched the latest PubMed database and Cochrane Library regarding the risk factors common for this two pathologies. The outcome showed that more women are affected by this debilitating disease, of which 72% were over 80 years old. The following modifiable risk factors were identified: 63% of patients had hypertension, 42% had recurrent stroke, 37% atrial fibrillation, 26% type II diabetes, 22% dyslipidemia, and 10% obesity. It is believed that one third of cases can be prevented by early identification of risk factors, especially cardiovascular, and by increasing the efficiency recovery after stroke. This can be done before the onset of the disease, growing the mental and emotional health, specificaly the cognitive abilitiy, including the executive function and the memory of people prone to neurodegeneration or cerebrovascular lesions. In elderly subjects, healthy diet, moderate physical activity, chronic stress reduction, social interaction along with improvement in cardiovascular risk factors, could be considered the first line of defense against the development and progression of dementia. Conclusions: The pathological process begins long before it manifests itself clinically, thus providing the opportunity to identify or combat the prodromal stages of the disease forward. We recommend multifactorial intervention to prevent cognitive impairment and dementia.