Relevant bibliographies by topics / Women on corporate boards

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Women on corporate boards'

Author: Grafiati
Published: 29 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Women on corporate boards"

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Burke, Ronald J. "Why aren't More Women on Corporate Boards?: Views of Women Directors." Psychological Reports 79, no. 3 (December 1996): 840–42. http://dx.doi.org/10.2466/pr0.1996.79.3.840.

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This study examined views of 280 women directors as to why so few women sit on corporate boards. They served on Canadian corporate boards of directors and completed anonymous questionnaires. Women directors wanted more women on boards. Attitudes of male CEOs and board Chairmen were seen as the biggest obstacle.
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Tinsley, Catherine H., James B. Wade, Brian G. M. Main, and Charles A. O’Reilly. "Gender Diversity on U.S. Corporate Boards." ILR Review 70, no. 1 (September 28, 2016): 160–89. http://dx.doi.org/10.1177/0019793916668356.

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Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man leaves, although the effect is smaller than for women. The authors argue that this “gender-matching heuristic” can impede progress in attaining gender diversity, regardless of intention, because it emphasizes the replacement of existing women rather than changing board composition. The authors replicate this effect in follow-up laboratory studies and show that “what works” to increase the representation of women on boards, irrespective of gender matching, is to increase the number of women in the candidate pool.
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Kim, Daehyun, and Laura T. Starks. "Gender Diversity on Corporate Boards: Do Women Contribute Unique Skills?" American Economic Review 106, no. 5 (May 1, 2016): 267–71. http://dx.doi.org/10.1257/aer.p20161032.

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We show that gender diversity in corporate boards could improve firm value because of the contributions that women make to the board. Prior studies examine valuation effects of gender-diverse boards and reach mixed conclusions. To help resolve this conundrum, we consider how gender diversity could affect firm value, that is, what mechanisms could explain how female directors benefit corporate board performance. We hypothesize and provide evidence that women directors contribute to boards by offering specific functional expertise, often missing from corporate boards. The additional expertise increases board heterogeneity which Kim and Starks (2015) show can increase firm value.
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Pastore, Patrizia, and Silvia Tommaso. "Women on corporate boards. The case of ’gender quotas’ in Italy." Corporate Ownership and Control 13, no. 4 (2016): 132–55. http://dx.doi.org/10.22495/cocv13i4p13.

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This paper investigates whether gender quotas have had success so far in their primary goal of reducing gender disparities in Italian corporate boards. Debate about gender equality on boards gained momentum and global prominence over the last years attracting attention of both researchers and practitioners worldwide. Despite a remarkable progress in education and their participation in the labor market, women still face large barriers to advance into upper management and boardrooms and gaps remain. Women are still under-represented in senior executive and board positions worldwide even if there is wide variation across countries. The present is a qualitative study that aims to contribute to the ongoing international debate about gender diversity on corporate boards (or lack thereof), providing current evidence from Italy, four years after the entry into force of Law 120/2011, establishing legislated quotas in order to ensure gender-balanced corporate boards. Using the samples of Italian listed companies and government-controlled companies tracked by Consob and Cerved respectively, findings show a substantial progress of female representation in Italian corporate boards (including governing and auditing boards) over the period 2008-2015 and reflect the extent to which women are shattering the glass ceiling, right before and after the implementation of the new (although controversial) gender quotas regulation. However, even though the number of women who sit on corporate boards has increased, it is necessary to ensure that the appointment of women is a board’s genuine intention to become gender diverse and more effectiveness rather than evidence of a result driven by tokenism, designed to enhance corporate reputation and image.
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Torchia, Mariateresa, Andrea Calabrò, Morten Huse, and Marina Brogi. "Critical mass theory and women directors’ contribution to board strategic tasks." Corporate Board role duties and composition 6, no. 3 (2010): 42–51. http://dx.doi.org/10.22495/cbv6i3art4.

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In this article we offer an empirical test of the critical mass arguments in the discussion of women on corporate boards. The literature in the women on corporate board debate concludes that there must be at least three women on a board before the women really make a difference. These arguments are frequently used in the public debate about the understanding the impact of women on corporate boards, but they have never really been empirically tested on a large sample. In this paper we use a sample of 317 Norwegian firms. Our dependent variable is board strategic involvement. The findings support the critical mass arguments. This study offers useful insights to policy-makers interested in defining legislative measures mandating the presence of women directors in corporate boards by showing that “at least three women” may be particularly beneficial in terms of contribution to board strategic tasks.
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Cook, Alison, and Christy Glass. "Women on corporate boards: Do they advance corporate social responsibility?" Human Relations 71, no. 7 (November 10, 2017): 897–924. http://dx.doi.org/10.1177/0018726717729207.

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Do women board directors change how companies do business? Firms face growing pressure to appoint more women to their boards of directors, yet little is known about the factors that enable female directors to impact their organizations. This study analyzes the representational thresholds that facilitate women’s leadership in the area of corporate social responsibility. We test the predictions of token theory and critical mass theory to evaluate the ability of women to impact firm outcomes based on their numerical representation on the board of directors. Our analysis focuses on board composition and organizational outcomes in the Fortune 500 from 2001 to 2010. Our findings challenge the theoretical assumptions that solo and token women are unable to exert significant influence over their organizations, and underscore the importance of board diversity for today’s firms.
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Dang, Rey, Duc Khuong Nguyen, and Linh-Chi Vo. "Does The Glass Ceiling Exist? A Longitudinal Study Of Womens Progress On French Corporate Boards." Journal of Applied Business Research (JABR) 30, no. 3 (April 24, 2014): 909. http://dx.doi.org/10.19030/jabr.v30i3.8576.

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n this article, we conduct a longitudinal study of womens progress on French corporate boards of directors. We particularly focus on the extent to which women directors have circumvented the glass ceiling. Using a sample of SBF 120 companies over a 10-year period from 2000 to 2009, our results provide evidence of a significant increase in the number of women on French corporate boards. However, the corporate glass ceiling hypothesis is consistently rejected whatever the considered measure of female directors; i.e., the number of board seats held by women, the number of firms with a critical mass of female directors, and the number of directorships held by each women director.
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Badru, Bazeet Olayemi, Nurwati A. Ahmad-Zaluki, and Wan Nordin Wan-Hussin. "Women on corporate boards and allocation of capital raised through IPOs." Management Decision 57, no. 3 (March 11, 2019): 547–68. http://dx.doi.org/10.1108/md-11-2017-1121.

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Purpose The purpose of this paper is to examine whether the differences in men and women, such as risk aversion in decision making, can influence the amount of capital that the board of directors can allocate for investment opportunities. Design/methodology/approach This study sampled 212 IPOs over the period of 2005–2015 and employed the OLS and the quantile regression techniques to examine the impact of female directors on capital allocation. Findings The results show that women on corporate boards have a positive influence on the amount of capital an IPO company can allocate for investment opportunities. These findings suggest that the investment strategies of women in an emerging financial market, like Malaysia, may differ from women in other financial markets. Practical implications The presence of women on corporate boards plays an important role in board involvement in a company’s strategic decision at the time of the IPO. Therefore, regulators and IPO issuers should pay close attention to the corporate governance structure of a company at the time of an IPO. In addition, investors and other stakeholders of a company may consider women on corporate boards as an important factor in financing and investment decisions. Originality/value Despite several studies that have examined the influence of women on corporate boards on corporate outcomes, globally, the presence of women on corporate boards and their influence on corporate decision-making related to allocation of capital to investment opportunities, have not been fully explored in the IPO literature.
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Grosvold, Johanne, Bruce Rayton, and Stephen Brammer. "Women on Corporate Boards." Business & Society 55, no. 8 (July 27, 2016): 1157–96. http://dx.doi.org/10.1177/0007650315613980.

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Gennari, Francesca. "Women on boards and corporate social responsibility." Corporate Board role duties and composition 12, no. 1-1 (2016): 101–8. http://dx.doi.org/10.22495/cbv12i1c1art3.

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Data by EU Commission show a low representation of women on boards. The scope of this article is to read contemporary and according to a managerial approach the possible causes of this situation: the availability of skills possessed by women to cover top positions, the presence of binding or self-regulatory rules and the corporate culture towards CSR approach. Our research is focused on EU countries, where the gender equality on board is currently matter of attention and regulatory interventions. We conclude that the scarce presence of women in the boardrooms is not ascribable to a scarcity of expertise, but it is associated with a social background and a corporate culture not inspired by corporate global responsibility values. Regulatory interventions may accelerate the consciousness of gender balance on boards, but without companies’ commitment in CSR matters and without a clear vision of corporate global responsibility (including economic, social and environmental aspects), they tend to become additional tasks in the management of corporate compliance risk.
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Dissertations / Theses on the topic "Women on corporate boards"

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Najib, Roya. "Women on New Zealand corporate boards." Thesis, University of Canterbury. Accountancy, Finance and Information Systems, 2008. http://hdl.handle.net/10092/877.

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Replicating and extending Singh and Vinnicombe (2006), the primary problems addressed in this research are: What factors influence women's attainment of corporate directorships? And what are the proportions of female executive and non-executive directors and CEOs in New Zealand? Executive directors are company employees who attain board directorships via progressing through CEO and other top management roles; therefore, this study included an investigation of the proportion of women in executive and non-executive director and CEO roles in New Zealand companies. To understand women's non-progression to corporate boards, 11 male and female directors were interviewed. Contrary to international research findings, the majority of interviewees in this study emphasised the importance of networks in attaining corporate directorships in New Zealand. Explanations for women's under-representation on corporate boards included lack of networks, family commitments, pipeline theory, lack of aspiration for power, career choices, risk adversity, male organisational culture, discrimination and women's unsuitability for director roles. Archival analysis indicated that of a total of 1366 corporate directors, women constituted 88 (6.44%) directorships. Women held 64 non-executive (4.69% of total directorships), 23 executive (1.68% of total directorships) and one alternate directorship. The findings indicated that there were only five women CEOs and only five out of a total of 240 New Zealand corporate boards achieved gender equality. Social identity theory was used to provide insight into this change resistant phenomenon.
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Ahmed, Ammad. "Women on Corporate Boards: Determinants and Consequences." Thesis, Griffith University, 2017. http://hdl.handle.net/10072/365944.

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In early 2000’s, the epidemic of accounting scandals such as Enron, WorldCom, OneTel, and HIH has raised investors’ concerns about the effectiveness of corporate governance mechanism in all types of organizations. In Australia, being one of the most developed stock markets in the Asia-Pacific region, policy makers are unceasingly working towards the advancement of the ASX Corporate Governance Principles and Recommendations. In an attempt to improve governance mechanism, the ASX Corporate Governance Council in 2010 amended the ASX Corporate Governance Principles and Recommendations to include enhanced reporting on gender diversity on corporate boards. This study is motivated by the argument that better corporate governance can be achieved through restructuring and cleaning up the boardroom (Cheng, 2003; Park and Shin, 2003). Moreover, it has been found that women are likely to improve the monitoring mechanism of a firm (Adams and Ferreira, 2009) and enhance information environment (Gul et al., 2011) than men are. Given the importance of women on corporate boards, this study seeks to find the determinants and some consequences of women on corporate boards.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Roberts, Sharon. "Exploring How Women on Corporate Boards Cope With Gender Bias." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4885.

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Gender bias may cause organizations to lose the values that women bring to the workplace in leadership positions and may thwart women from reaching their personal goals. The purpose of this qualitative descriptive multiple case study was to explore gender bias and its influence on women on corporate boards, their roles, appointment, and the need to develop coping strategies to deal with gender bias to execute their roles. The conceptual lens used was Tajfel and Turner's social identity theory to explain the basis for intergroup discrimination, and Eagly and Karau's role congruity theory of prejudice to explain the exclusion of women from corporate boards as a result of gender bias. The research question focused on identifying gender bias and experiences of women on a corporate board. Social media and snowball sampling were used to recruit 6 English-speaking women on corporate boards who had experienced gender bias at the time of their appointment and in their roles on corporate boards in the public and private sectors in provinces and territories throughout Canada. Data sources included interviews, journaling, and analysis of physical artifacts such as government reports and databases of women on corporate boards. Using Yin's 5 phases of analysis, the study identified 7 emergent themes in the data sources: discrimination, harassment, organizational climate, well-being, disruption, empowerment, and leading. The study's potential for positive social change resides within its potential to promote the internal transformation of women as they deal with bias. Men also need an improved understanding of their perceptions of women in the governance structures of society to help reduce gender bias toward women.
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Bhardwaj, Sneh. "Manifestation of token behaviours on corporate boards; a qualitative study." Thesis, Federation University Australia, 2021. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/183609.

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As boards are central to organisational performance, an ineffective board functioning has long remained a matter of concern among corporate governance researchers, board practitioners, policy makers and the media not only in India – the context of this study – but also across the regions of Asia-Pacific, Africa, Europe, and the Americas. An important aspect of boards’ ineffective working concerns directors’ token board behaviours. This debate in corporate governance circles however continuously adheres to a gender/minority-focused approach, attributing token board behaviours to the gender of minority directors on corporate boards (i.e., women directors). The study aims to examine, firstly, the selection process and criteria for corporate board directors’ appointments in India. Secondly, this thesis examines how the quota appointees are being recruited, integrated, and treated by corporate boards in India, to explain the ensuing participation of quota appointees. The third contribution is (from the third and fourth study aims) a more nuanced explanation of token board behaviours of Indian men and women directors (beyond the commonplace explanation of token board behaviours based on the number of minority directors on corporate boards) from an in-depth examination of directors’ board conduct. The research draws on three theories. Firstly, the resource dependence theory (RDT) lens is used to review the literature on board appointments. RDT supports an argument that board composition impacts board processes, dynamics, and culture, and vice versa. Secondly, the token theory, which identifies the inclusion of minority groups as a perfunctory gesture, is used as a putative explanation for effective/ineffective board participation of directors. Thirdly, the institutional theory is applied to examine the findings related to directors’ quota-based board appointments in response to institutional pressures, namely, coercive, normative, and mimetic. An interpretative phenomenological approach informs this study’s research design. I developed four research questions and, to answer these, conducted twenty-seven semi-structured interviews with Indian board directors to obtain first-hand narration of lived experiences in this context. The findings indicate that a majority of directors consider the pre-, during and post-meeting board dis-engagement, impaired board culture, poorly structured board processes, lacunae in director selection including those of the law-supported women directors and board inexperience of directors as determinants of token behaviour on boards, rather than attributing this understanding to the gender of board minorities alone. These results provide an enhanced understanding of token behaviours manifested by board directors. In so doing, new proposals for restructuring directors’ selection processes, quota law’s implementation, directors’ board roles and boards’ internal functioning are offered. The research has implications for regulators, companies, and governments attempting to enhance the corporate governance effectiveness of corporate boards by putting an end to directors’ token behaviours.
Doctor of Philosophy
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Bushell, Merly A. "Women on boards : the role of social capital and networking in corporate board director selection processes." Thesis, University of Warwick, 2015. http://wrap.warwick.ac.uk/73307/.

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There remains a paucity of women in both executive and non-executive director roles in British boardrooms. This research explores how far this is explained by differences in levels of social capital and networking activities between men and women seeking boardroom positions. While it is known that social capital is important at junior and middle management levels (with existing research showing that the quality of men’s and women’s networks differ, and that women are not able to leverage their networks to the same extent as their male colleagues) no rigorous academic research on this issue has been conducted specifically at corporate board level, largely due to the difficulty of securing access to respondents. This thesis addresses the gap in the literature by drawing on data gathered from 82 semistructured interviews with Chairs, head-hunters and aspiring or recently appointed male and female directors. The research questions asked: what is the role of social capital and networking in corporate board selection processes; how far can Human Capital Theory, Preference Theory, Attribution Theory and Self-Efficacy explain the lack of progress of senior women to board level roles?; do aspiring female directors have poorer quality networks and less social capital than their male peers; why might this be; and are female aspiring directors as willing and able to leverage their social capital as their male peers. The findings affirm the importance of social capital theory in relation to selection to boardroom roles. Preference Theory, Human Capital Theory and Attribution Theory and Self-Efficacy are not found to explain the lack of promotion of senior female executives to board director positions. Other key contributions include insights into board director selection processes, the effectiveness of regulatory and voluntary codes, and gender differences in networking and job seeking activities of aspiring directors.
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Kies, Friederike [Verfasser]. "Cracking the Glass Ceiling: Women on Corporate Boards in Germany and China / Friederike Kies." Berlin : Freie Universität Berlin, 2020. http://d-nb.info/1213725119/34.

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Stojanac, Sanja, Helena Nguyen, and Daniella Baubec. "Women on the Corporate Board in Sweden." Thesis, Jönköping University, JIBS, Business Administration, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-13077.

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Women are often predominated in so-called "women´s jobs" including nursing, teaching and administration while jobs such as manager, board of director and financier are dominated by men. Hence, the corporate board has been male-dominated. However, in recent decades the number of women entering the boardroom has increased. Women are aware of their opportunites in terms of managerial jobs. Nevertheless, Sweden has one of the highest levels of gender equality in the world. Women with business experience and education are steadily moving upp the corporate ladder. The importance of female directors´ contributions on the corporate board has been recognized. The purpose of this thesis is to investigate how women contribute on the corporate board in Sweden. The focus of the study lies on the perspectives of female and male directors. The study was conducted with the use of a qualitative method. It provided us with an understanding of the subject based on respondents´ experience. In order tol fulfill the purpose, eight semi-structured interviews were conducted with male and female directors on the corporate board in Sweden. The empirical data was analyzed by the process of qualitative data analysis (QDA). We have increased the knowledge of female directors´ contributions on the corporate board in Sweden. Female directors do not posses a profound understanding of female customers. There is a strong link between female representatives and enhanced board communication. Furthermore, there is no relation between female directors and companies´ involvement in charitable activities. There is no difference in the way female and male directors monitor the board.

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Bertilsson, Marcus, and Johan Nylander. "Kvotering i bolagsstyrelser : Finns det en påverkan på bolagens lönsamhet?" Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-30766.

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Syfte: Syftet är att undersöka om tvingande kvotering kommer att ha en effekt på ROA och tillväxt för svenska bolag noterade på Large Cap. Metod: Studiens metod är kvantitativ och har en deduktiv ansats. Författarna har gjort multipla regressionsanalyser i statistikprogrammet Stata. Teoretisk utgångspunkt: Public Interest Theory, Capture Theory, Tvingande Isomorfism, Legitimitetsteorin och Humankapitalteorin. Resultat och slutsats: Studien finner inte att andelen kvinnor i bolagsstyrelser har någon påverkan på bolagens finansiella prestationer i svenska bolag som är noterade på Large Cap, Nasdaq Stockholm. Studien finner att nyval i styrelsen har en negativ påverkan på bolagens finansiella prestationer.
Purpose: The purpose is to investigate whether mandatory quotas will have an effect on ROA and growth for Swedish companies listed on Large Cap. Method: The study method is quantitative and has a deductive approach. The authors have performed multiple regression analyzes in the statistical program Stata. Theoretical starting point: Public Interest Theory, Capture Theory, Coercive Isomorphism, Legitimacy Theory and Human Capital Theory. Result and conclusion: The study does not find that the proportion of women in corporate boards has any impact on the companies' financial performance in Swedish companies listed on Large Cap, Nasdaq Stockholm. The study finds that election on the board has a negative impact on the companies' financial performance.
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Bathula, Hanoku. "Board characteristics and firm performance evidence from New Zealand : a thesis submitted to Auckland University of Technology in fulfilment of the requirements for the degree of Doctor of Philosophy (PhD), 2008 / Hanoku Bathula." Full thesis Abstract, 2008. http://hdl.handle.net/10292/376.

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Due to various corporate scandals and failures, there has been a renewed interest on the role of boards in the performance of firms. This thesis examines the relationship between the key board characteristics and firm performance. Unlike most studies on boards which predominantly use only financial variables affecting governance, I take a different approach by combining them with non-financial variables. This combined set of variables is used for theoretical and empirical modelling. Based on the extant literature, I develop a conceptual framework and a set of hypotheses to examine the relationship between board characteristics and firm performance. Board characteristics considered in this research include board size, director ownership, CEO duality, gender diversity, educational qualification of board members and number of board meetings. Additionally, I use board size as a moderating variable to examine how the effect of other board characteristics is contingent on board size. Firm performance is measured by return on assets. I test my hypotheses on a longitudinal sample of 156 firms over a four year period from 2004 to 2007. My sample includes all firms listed on New Zealand stock exchange as on November 2007. Empirical analysis is undertaken using Generalised Least Squares analyses. The findings of the study show that board characteristics such as board size, CEO duality and gender diversity were positively related with firm performance, where as director ownership, board meetings and the number of board members with PhD level education was found to be negatively related. Board size was found to be moderating some of these relationships, indicating the critical role being played by board size in the design and role of corporate boards. The findings also provide partial evidence to different governance theories, further indicating the need for theoretical pluralism to gain insights into boards’ functioning. The study contributes to the understanding of board-performance link by examining both the traditional variables such as board size, CEO duality, and number of board meetings as well as other organisational attributes such as gender diversity and competence variables represented by women and PhD holders, respectively. The theoretical framework and the findings of my thesis are expected to stimulate scholars for further research to identify the contingency conditions upon which the board characteristics and firm performance may be dependent.
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Grosvold, Johanne. "Where are all the women? : institutional context and the prevalence of women on the corporate board of directors." Thesis, University of Bath, 2009. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.507230.

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Books on the topic "Women on corporate boards"

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Burke, Ronald J., and Mary C. Mattis, eds. Women on Corporate Boards of Directors. Dordrecht: Springer Netherlands, 2000. http://dx.doi.org/10.1007/978-90-481-3401-4.

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Fagan, Colette, Maria C. González Menéndez, and Silvia Gómez Ansón, eds. Women on Corporate Boards and in Top Management. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230307735.

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Chandrashekar, S. Women power in corporate India: Women directorships on India corporate boards 1995 - 2007 trends. Bangalore: Indian Institute of Management Bangalore, 2010.

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Susan, Vinnicombe, ed. Women on corporate boards of directors: International research and practice. Cheltenham, UK: Edward Elgar, 2008.

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J, Burke Ronald, and Mattis Mary C, eds. Women on corporate boards of directors: International challenges and opportunities. Dordrecht: Kluwer Academic Publishers, 2000.

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Machold, Silke. Getting Women on to Corporate Boards: A Snowball Starting in Norway. Cheltenham, UK: Edward Elgar, 2013.

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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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Outstanding in their field: How women corporate directors succeed. Santa Barbara, Calif: Praeger, 2009.

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The board game: How smart women become corporate directors. Santa Monica, California: Angel City Press, 2013.

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Kolb, Robert W., and Donald Schwartz, eds. Corporate Boards. Oxford, UK: Blackwell Publishing Ltd., 2009. http://dx.doi.org/10.1002/9781444315882.

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Book chapters on the topic "Women on corporate boards"

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Aras, Güler, and Ozlem Kutlu Furtuna. "Women on boards." In Women on Corporate Boards, 225–35. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-13.

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Aluchna, Maria, and Tomasz Szapiro. "Women on corporate boards." In Women on Corporate Boards, 9–32. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-2.

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Daidj, Nabyla. "Females on corporate boards." In Women on Corporate Boards, 183–203. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-11.

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Aluchna, Maria, and Güler Aras. "Introduction." In Women on Corporate Boards, 3–6. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-1.

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Rimmel, Gunnar, Petra Inwinkl, Anna Lindstrand, and Ida Ohlsson. "Female representation on Swedish corporate boards." In Women on Corporate Boards, 169–82. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-10.

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Hawarden, Rosanne. "The 2017 New Zealand Stock Exchange directors’ network analysis and the effect of ‘soft’ reporting regimes on board diversity." In Women on Corporate Boards, 204–24. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-12.

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Aras, Güler, and Maria Aluchna. "Conclusion." In Women on Corporate Boards, 239–40. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-14.

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Goyal, Rita, Nada Korac Kakabadse, Filipe Morais, and Andrew P. Kakabadse. "Gender diversity on boards in Norway and the UK." In Women on Corporate Boards, 33–49. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-3.

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Campbell, Kevin, and Leszek Bohdanowicz. "Regulation of the gender composition of company boards in Europe." In Women on Corporate Boards, 50–66. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-4.

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Corkery, JF, Madeline Elizabeth Taylor, and Melanie Hayden. "Gender balance in Australian boardrooms." In Women on Corporate Boards, 69–89. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315183701-5.

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Conference papers on the topic "Women on corporate boards"

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Carabelli, Marina. "Women’s board presence and firm performance: Evidence from a sample of Italian listed companies." In Corporate governance: An interdisciplinary outlook. Virtus Interpress, 2023. http://dx.doi.org/10.22495/cgaiop2.

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This study analyzes the relationship between the presence of women on the board of directors and the performance results achieved by a sample of listed companies on the Italian stock market. Although many studies have investigated the relationship between women on board and corporate governance effectiveness, research results are inconclusive regarding their impact on corporate performance. The article analyzes a set of board attributes in relation to the presence of women on the board for 47 Italian listed companies for the years 2018 and 2019. Preliminary results show a positive correlation between the participation of women on the board of directors and sampled companies’ performance. Therefore, the results confirm the importance of women’s presence on the board of directors in influencing the financial performance of companies
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AuYong, H. N., and B. S. S. Tan. "THE ROLE OF WOMEN DIRECTORS ON CORPORATE BOARDS AND FIRM FINANCIAL PERFORMANCE IN MALAYSIA." In International Conference on Economics, Finance and Statistics. Volkson Press, 2018. http://dx.doi.org/10.26480/icefs.01.2018.17.23.

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Hogan, Karen M., and Deborah Vesneski. "A gender study analysis of board members, C-suite, and insiders in the insurance industry." In Corporate governance: Fundamental and challenging issues in scholarly research. Virtus Interpress, 2021. http://dx.doi.org/10.22495/cgfcisrp6.

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This paper will take a fresh look at the global insurance industry and see if women have made any significant gains in board leadership, C-suite, and insider positions in insurance. Our results show a clear trend of improvement in gender representation on board of director and insider positions for firms in the insurance industry. However, the gains stop there and unfortunately no significant advancement for the percentage of women in the C-suite positions is evident in our dataset at this time
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Briano Turrent, Guadalupe del Carmen. "Women on the board and the ethical behaviour: The case of Latin American listed companies." In New Challenges in Corporate Governance: Theory and Practice. Virtus Interpress, 2019. http://dx.doi.org/10.22495/ncpr_22.

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"Corporate Sustainability: The Impact of Corporate Leadership Gender on Year Over Year Performance." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4213.

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Aim/Purpose: Women continue to be underrepresented in corporate leadership positions in the global market. Research examining the impact of female leadership influence on corporate sustainability over time is limited. This paper contributes to the literature addressing leadership gender, corporate sustainability, and business ethics. Background: Previous literature suggests the long-term effectiveness of corporate sustainability improves when females are in corporate leadership positions because of gender differences in business strategy and ethical considerations influenced by social roles. Methodology: This quantitative study will examine the relationships between corporate leader-ship gender, financial performance, environmental performance, social performance, and governance performance over four years. A sample of 99 multinational and large corporations participating in the Corporate Sustainability Assessment (CSA) from 2014 to 2017, were selected from the S&P 500 Dow Jones Sustainability North American Composite Index. Contribution: Examining CEO, C-Suite, and Board of Director gender influence on both financial and ESG constructs in a single study is unprecedented. This research also introduces a paradigm shift in defining and analyzing corporate sustainability constructs to create a holistic view for equal consideration of financial and nonfinancial performance. Findings: The evidence suggests the impact of female leaders on year-over-year sustainability is significantly greater than that of their male counterparts across several performance outcomes, industries, and time periods. Due to the small sample size, the effect is small; however, enough information is available to successfully test hypotheses with the proposed holistic approach. Future Research: Corporate sustainability as an area of competitive advantage for women leaders and more global studies focusing on female leadership and corporate sustainability performance over time is needed.
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Ezenwoke, Omotola, Oluwatosin Esan, Williams Tion, and Temiloluwa Adeyanju. "WOMEN ON BOARD AND CORPORATE SOCIAL RESPONSIBILITY (CSR) SPENDING ON EDUCATION AND INFORMATION COMMUNICATION TECHNOLOGIES (ICT)." In 15th International Technology, Education and Development Conference. IATED, 2021. http://dx.doi.org/10.21125/inted.2021.1796.

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Dwi Utami, Bulan, and Ancella Anitawati Hermawan. "The Effect of Corporate Social Responsibility Performance, Board of Commissioners Effectiveness, and Women on The Board of Commissioners Towards CEO Turnover." In 4th Sriwijaya Economics, Accounting, and Business Conference. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008436700470055.

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Rodionova, M. E. "Gender Changes In Corporate Boards Of Directors." In GCPMED 2018 - International Scientific Conference "Global Challenges and Prospects of the Modern Economic Development. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.03.25.

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Yaw Yeboah, Richmond. "Women at Work: Women Executives and Company Boards – the Case Study of Women Entrepreneurialism." In 2nd International Conference on Applied Research in Management, Business and Economics. Acavent, 2019. http://dx.doi.org/10.33422/2nd.icarbme.2019.12.941.

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MacCarthy, John, and Nicholas Adoboe-Mensah. "Exploring the best corporate governance practices in the public sector organizations in Ghana: The challenges, issues, and prospects." In Corporate governance: An interdisciplinary outlook. Virtus Interpress, 2023. http://dx.doi.org/10.22495/cgaiop20.

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The study aims to explore the corporate governance practices in the public sector entities in Ghana to identify weaknesses for improvement based on appointments to the boards, conflicts between CEOs and the boards, etc. The results confirm structural weaknesses in corporate governance practices in the public sector entities in Ghana and require drastic improvement to be aligned with the advanced economies. Based on the findings, the study recomments that the President desists from appointing the CEOs and allows the boards to appoint the CEO
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Reports on the topic "Women on corporate boards"

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Blandhol, Christine, Magne Mogstad, Peter Nilsson, and Ola Vestad. Do Employees Benefit from Worker Representation on Corporate Boards? Cambridge, MA: National Bureau of Economic Research, December 2020. http://dx.doi.org/10.3386/w28269.

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Adams, Renée, Benjamin Hermalin, and Michael Weisbach. The Role of Boards of Directors in Corporate Governance: A Conceptual Framework and Survey. Cambridge, MA: National Bureau of Economic Research, November 2008. http://dx.doi.org/10.3386/w14486.

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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Kangave, Jalia, Ronald Waiswa, and Nathan Sebaggala. Are Women More Tax Compliant than Men? How Would We Know? Institute of Development Studies, March 2021. http://dx.doi.org/10.19088/ictd.2021.006.

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Most research on tax compliance, including research on gender differences in compliance, is based on one of two problematic sources of data. One is surveys enquiring about attitudes and beliefs about taxpaying, or actual taxpaying behaviour. The other is experiments in which people who may or may not have experience of paying different types of taxes are asked to act out roles as taxpayers in hypothetical situations. Much more accurate and reliable research is possible with access to ‘tax administrative data’, i.e. the records maintained by tax collection organisations. With tax administrative data, researchers have access to tax assessments and tax payments for specific (anonymised) individual or corporate taxpayers. Further, tax administrative data enables researchers to take account of a phenomenon largely ignored in more conventional compliance research. Tax payment is best understood not as an event, but as part of a multi-stage process of interaction between taxpayers and tax collectors. In particular, actually making a tax payment typically represents the culmination of a process that also involves: registering with the tax collecting organisation; filing annual tax returns; filing returns that indicate a payment liability; and receiving an assessment. The multi-stage character of this process raises questions about how we conceptualise and measure tax compliance. To what extent does ‘compliance’ refer to: registration, filing, accurate filing, or payment? The researchers employed this framework while using tax administrative data from the Uganda Revenue Authority to try to determine gender differences in compliance. The results are sensitive to the adoption of different definitions of compliance and subject to year-to-year changes. Finding robust answers to questions about gender differences in tax compliance is more challenging than the research literature indicates.
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Linares, Ana Maria, Eliane Clevy, Federico Fraga, Michelle Infanzón, Lucero Vargas, Maria Camila Villarraga, Juana de Catheu, Gabriel Presciuttini, Melanie Putic, and Andreia Barcellos. Approach Paper: Evaluation of IDB's Grant Facility for Haiti. Inter-American Development Bank, May 2021. http://dx.doi.org/10.18235/0003268.

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This document defines the approach of the Office of Evaluation and Oversight (OVE) to evaluate the Grant Facility (GRF) for Haiti. It outlines the evaluation's objectives, scope, evaluation questions, and methodology that OVE will apply to conduct the evaluation. OVE included this corporate evaluation in its 2020-2021 work program at the IDB and IDB Invest Boards' request. It focuses on the ten years of Inter-American Development Bank (IDB) Group activity in Haiti using GRF resources, from January 1st, 2011--the start of IDB's formal commitment to transfer US$200 million per year to the GRF earmarked for Haiti-- to December 31st, 2020.
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Sembler, Jose Ignacio, Regina Legarreta, Ernesto Cuestas, Roni Szwedzki, Sumiko Andrade Sakaguchi, Damian Galinsky, Fernando Barbosa, et al. Approach Paper: Evaluation of IDB Invest. Inter-American Development Bank, September 2022. http://dx.doi.org/10.18235/0004463.

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This approach paper defines the objectives, scope, and methodology for the evaluation of IDB Invest by the Office of Evaluation and Oversight (OVE). At the 2015 annual meeting in Busan, the Boards of Governors of the Inter-American Development Bank (IDB) and the Inter-American Investment Corporation (IIC) decided to consolidate the IDB Group's private sector operations into the IIC. This decision was accompanied by a US$2.03 billion capital increase for the IIC over a 10-year period (2016-2025). This process of consolidation and capitalization, known as the private sector merge-out, took effect on 1 January 2016. In 2017, OVE completed a midterm review of implementation of the private sector merge-out to identify emerging lessons that might be helpful in completing the merge-out. In November 2017, the IIC was rebranded as IDB Invest. At the request of the Boards of Executive Directors of the IDB and IDB Invest, this evaluation was included in OVE's 2021-2022 work program. The Busan Resolution set forth a “Renewed Vision” for promoting development through the private sector. This Renewed Vision provides a long-term framework (2016-2025) for IDB Invest and focuses on strengthening development effectiveness, development impact, and additionality of operations, as well as maximizing the efficient use of resources and synergies between the IDB Group's public and private sector activities. The merge-out was selected as the way to implement this Renewed Vision. The challenges posed by the COVID-19 health crisis, as well as current discussions on the need to pursue a new business model for the institution and its financial and operational implications, make this an ideal moment to take stock of lessons learned and provide input for future discussions at the corporate level. Against this backdrop, this evaluation seeks to report independently to the Boards of Executive Directors of the IDB and IDB Invest on the effectiveness of the implementation to date of the Renewed Vision that gave rise to the creation of IDB Invest. This evaluation will also use the findings of OVE's 2017 midterm review of implementation of the merge-out to further analyze areas that had not yet matured at that time (e.g., finance, operations management, development effectiveness, etc.). The evaluation will cover the period from January 2016 (when the merge-out took effect) to December 2021.
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Romero Quintero, Edelmira. La perspectiva de género en las Relaciones Públicas empresariales: estudio comparativo de la presencia de mujeres empresarias en prensa. Gender perspective on corporate Public Relations: a comparative study of the presence of women entrepreneurs in press. Revista Internacional de Relaciones Públicas, December 2011. http://dx.doi.org/10.5783/rirp-2-2011-12-221-236.

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Sadowski, Dieter. Board-Level Codetermination in Germany - The Importance and Economic Impact of Fiduciary Duties. Association Inter-University Centre Dubrovnik, May 2021. http://dx.doi.org/10.53099/ntkd4304.

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The empirical accounts of the costs and benefits of quasi-parity codetermined supervisory boards, a very special German institution, have long been inconclusive. A valid economic analysis of a particular legal regulation must take the legal specificities seriously, otherwise it will be easily lost in economic fictions of functional equivalence. At its core the corporate actor “supervisory board” has no a priori objective function to be maximised – the corner stone of the theory of the firm – but its objective function will only be brought about a posteriori – should negotiations result in an agreement (E. Fraenkel). With this understanding,the paper presents six recent quasi-experimental studies on the economic (dis) advantageousness of the German codetermination laws that try to follow the rules of causal inference despite the lack of random variation. By and large they refute the hold-up model of codetermination by showing positive or nonnegative effects even on shareholder wealth – and a far-reaching improvement of the well-being of the core workforce. In conclusion, indications are offered that the shareholder primacy movement has only weakened, but not dissolved the “Deutschland AG”.
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Lazonick, William. Investing in Innovation: A Policy Framework for Attaining Sustainable Prosperity in the United States. Institute for New Economic Thinking Working Paper Series, March 2022. http://dx.doi.org/10.36687/inetwp182.

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“Sustainable prosperity” denotes an economy that generates stable and equitable growth for a large and growing middle class. From the 1940s into the 1970s, the United States appeared to be on a trajectory of sustainable prosperity, especially for white-male members of the U.S. labor force. Since the 1980s, however, an increasing proportion of the U.S labor force has experienced unstable employment and inequitable income, while growing numbers of the business firms upon which they rely for employment have generated anemic productivity growth. Stable and equitable growth requires innovative enterprise. The essence of innovative enterprise is investment in productive capabilities that can generate higher-quality, lower-cost goods and services than those previously available. The innovative enterprise tends to be a business firm—a unit of strategic control that, by selling products, must make profits over time to survive. In a modern society, however, business firms are not alone in making investments in the productive capabilities required to generate innovative goods and services. Household units and government agencies also make investments in productive capabilities upon which business firms rely for their own investment activities. When they work in a harmonious fashion, these three types of organizations—household units, government agencies, and business firms—constitute “the investment triad.” The Biden administration’s Build Back Better agenda to restore sustainable prosperity in the United States focuses on investment in productive capabilities by two of the three types of organizations in the triad: government agencies, implementing the Infrastructure Investment and Jobs Act, and household units, implementing the yet-to-be-passed American Families Act. Absent, however, is a policy agenda to encourage and enable investment in innovation by business firms. This gaping lacuna is particularly problematic because many of the largest industrial corporations in the United States place a far higher priority on distributing the contents of the corporate treasury to shareholders in the form of cash dividends and stock buybacks for the sake of higher stock yields than on investing in the productive capabilities of their workforces for the sake of innovation. Based on analyzes of the “financialization” of major U.S. business corporations, I argue that, unless Build Back Better includes an effective policy agenda to encourage and enable corporate investment in innovation, the Biden administration’s program for attaining stable and equitable growth will fail. Drawing on the experience of the U.S. economy over the past seven decades, I summarize how the United States moved toward stable and equitable growth from the late 1940s through the 1970s under a “retain-and-reinvest” resource-allocation regime at major U.S. business firms. Companies retained a substantial portion of their profits to reinvest in productive capabilities, including those of career employees. In contrast, since the early 1980s, under a “downsize-and-distribute” corporate resource-allocation regime, unstable employment, inequitable income, and sagging productivity have characterized the U.S. economy. In transition from retain-and-reinvest to downsize-and-distribute, many of the largest, most powerful corporations have adopted a “dominate-and-distribute” resource-allocation regime: Based on the innovative capabilities that they have previously developed, these companies dominate market segments of their industries but prioritize shareholders in corporate resource allocation. The practice of open-market share repurchases—aka stock buybacks—at major U.S. business corporations has been central to the dominate-and-distribute and downsize-and-distribute regimes. Since the mid-1980s, stock buybacks have become the prime mode for the legalized looting of the business corporation. I call this looting process “predatory value extraction” and contend that it is the fundamental cause of the increasing concentration of income among the richest household units and the erosion of middle-class employment opportunities for most other Americans. I conclude the paper by outlining a policy framework that could stop the looting of the business corporation and put in place social institutions that support sustainable prosperity. The agenda includes a ban on stock buybacks done as open-market repurchases, radical changes in incentives for senior corporate executives, representation of workers and taxpayers as directors on corporate boards, reform of the tax system to reward innovation and penalize financialization, and, guided by the investment-triad framework, government programs to support “collective and cumulative careers” of members of the U.S. labor force. Sustained investment in human capabilities by the investment triad, including business firms, would make it possible for an ever-increasing portion of the U.S. labor force to engage in the productive careers that underpin upward socioeconomic mobility, which would be manifested by a growing, robust, and hopeful American middle class.
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Corporate Governance: The Power of Outside Directors on CEO-Only Boards. IEDP Ideas for Leaders, April 2015. http://dx.doi.org/10.13007/506.

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