Gotowa bibliografia na temat „Australian women directors”

Compared are views of Canadian and Australian women directors concerning the difficulties women face in accessing the most privileged level of management—directorships of companies. The Canadian data are from a study of 278 women directors of corporate boards in Canada while the Australian results are from a study of 47 women directors of publicly listed companies in Australia. Despite the different time periods and geographical locations in which the studies were carried out, the profiles and responses of the two groups are quite similar. Both groups believe the current mix of directors is not adequate and that barriers still exist in nominating women to boards.

Purpose – There is a large literature advocating the importance of a greater proportion of women directors on boards of publicly listed firms. The purpose of this paper is to examine the numbers and proportions of women directors, including women executive directors, on listed Australian Real Estate Management and Development (REMD) companies to identify how prevalent women directors are on such boards. Design/methodology/approach – The study examines the numbers and proportions of women directors for 35 REMDs in 2011 and compares this to the broad board composition data on 1,715 Australian Stock Exchange listed entities. Statistically significant findings are evident due to the identified low proportions. Findings – The study finds that of all the Financials Sub Industry sector groups, REMDs have the lowest proportion of female directors on theirs boards – eight women on each of 35 company boards compared to 159 men on these 35 boards at 2011. Of the eight, there were only two women executive directors on boards compared to 50 men. Statistically, it appears that having women directors on REMD boards is not considered important. Even at December 2014, there are only ten women on seven company boards and only one remaining executive director of an REMD company. Practical implications – Given that female board representation is positively related to accounting returns and that there is a growing voice for legislation to impose mandatory proportions of women directors on boards around the world, it may be in the interests of REMD boards to consider appointing more women more quickly. Originality/value – The study is the first to examine the numbers and proportions of women directors amongst REMD companies to identify the paucity of such women directors.

This article represents the first attempt in Ukraine of complex interdisciplinary investigation of the history of Australian film development in the XX-th century in the context of Australian culture. Analysing films in historical order the peculiarities of each decade are taken into consideration. The periods of silent films, sound films and colour films are analysed. The best film productions, their film directors and prominent actors are outlined. Special attention is paid to the development of feature films and documentaries. The article concentrates on the development of different film genres beginning with national historical drama, films of the first pioneers’ survival, adventure films. It is shown how they contribute to the embodiment in films of the main archetypes of Australian culture, the development of Australian identity. After World War I and World War II war films appear to commemorate the courage of the Australian soldiers in the war fields. Later on the destiny of the Australian women white settlers’ wives or native Australians inspired film directors to make them the chief heroines of their movies. A comparative analysis of films and literary primary sources underlying their scripts is carried out. It is concluded that the Australian directors selected the best examples of Australian national poetry and prose, which reveal the historical and social, cultural and racial problems of the country's development during the twentieth century. The publication dwells on boom and bust periods of Australian film making. The governmental policy in this sphere is analysed. Different schemes of film production and distribution are outlined to make national film industry compatible with the other film industries of the world, especially with the Hollywood. The area of a new discipline - Australian Film Studios - is studied as well as the works of Australian scholars. It is clarified in what Australian universities this discipline is taught. It is assumed that the experience of Australia in this sphere should be taken by Ukraine.

Purpose This paper aims to investigate the impact of women on the board of directors on corporate tax avoidance in Australia. Design/methodology/approach The authors use multivariate regression analysis to test the association between the presence of female directors on the board and tax aggressiveness. They also test for self-selection bias in the regression model by using the two-stage Heckman procedure. Findings This paper finds that relative to there being one female board member, high (i.e. greater than one member) female presence on the board of directors reduces the likelihood of tax aggressiveness. The results are robust after controlling for self-selection bias and using several alternative measures of tax aggressiveness. Research limitations/implications This study extends the extant literature on corporate governance and tax aggressiveness. This study is subject to several caveats. First, the sample is restricted to publicly listed Australian firms. Second, this study only examines the issue of women on the board of directors and tax aggressiveness in the context of Australia. Practical implications This research is timely, as there has been increased pressure by government bodies in Australia and globally to develop policies to increase female representation on the board of directors. Originality/value This study is the first to provide empirical evidence concerning the association between the presence of women on the board of directors and tax aggressiveness.

The aim of this paper is to provide a preliminary analysis of the relationship between firm market value and the size and gender diversity of a board of directors for a sample of publicly listed Australian firms. Our results show that smaller boards appear to be more effective in representing the shareholders as smaller boards are associated with higher firm value. As board size increases firm value declines, however at a decreasing rate suggesting that the relationship between board size and firm value is not strictly linear. Our findings further indicate that gender diversity promotes shareholders’ value as the presence of women directors is associated with higher firm value

This article examines the relation between gender diversity and earnings quality for Australian firms from 2005 to 2013. We draw on the work of Kanter, highlighting the importance of the proportion of women on the board when measuring diversity. We show that all-male and skewed boards have lower earnings quality while that of tilted and balanced boards is higher. In addition, a critical mass of women is achieved when some 30% of directors are females. Performance and risk do not influence the relation. We contribute by presenting evidence supporting critical mass theory. Furthermore, our work adds to the recent debate on whether the association between gender diversity and earnings quality is U-shaped, rather than linear. Our results have implications for regulation and practice. We identify the need for a critical mass of women, rather than tokens, to enhance earnings quality.

Management as an occupation has become increasingly feminised in Australia over the last two decades. This article focuses specifically on specialist managers, answering the question of where we are now in terms of gender equity. It charts the increasing but uneven growth of women’s employment among specialist management occupations. Women remain concentrated into a relatively small number of management specialisations and it is argued that there is a gendering of certain management roles which is reflected in the value attached to these roles. Using data sourced from the Australian Tax Office, the article shows that men earn higher income across all specialist management groups, including those that are highly feminised, and higher salary across all specialisations excepting one – childcare directors. Evidence is presented detailing the relativities between management specialisations, showing a variation between men and women in terms of rank. Women are much less valued in some management specialisations, such as finance. Men are much less valued in others, such as childcare. The article concludes by speculating how greater gender equity can be achieved among specialist managers but observes that ‘management’ and ‘male’ are still tightly connected.

The under-representation of women in sport management has increasingly been recognized by government and nongovernment organizations, and there has been some attempt to redress the imbalance. Research has indicated, however, that the gendering of sport organizations is not simply a numbers’ game. The purpose of this study was to analyze the exercise of exclusionary power as an aspect of gender relations within a six member volunteer Board of Directors of an Australian local, grass-roots sport organization. Data were gathered using semistructured interviews, participant observation and documentary evidence over a 15-month period. This study identified that, although numerical underrepresentation of men or women on this Board was not an issue for either sex, exclusionary power was exercised in a number of overlapping ways which ultimately limited the participation, input, and influence of its female members.

The present research provides the first analyses of Australian women directors from the perspective of social identity theory. The overall objective of the research program is to confirm the validity of social identity theory to the study of women on corporate boards and in doing so, add to the limited knowledge regarding successful women directors. An aim of the research was to identify factors that are significant in the social identity of women who are successful directors of corporate boards. These factors were revealed through a longitudinal study (over six years) of changes in the demographic characteristics of the women and their board positions. Factors were revealed through their perceptions of their effectiveness as an ostensibly minority (female) board member. Similarities in stereotyped attitudes to men and women board directors confirmed their status as an ingroup member. Through identification of significant factors in women’s success as board directors it is hoped to assist both individual women who are striving for success on corporate boards and organisations who wish to make more effective use of women on their boards. Five studies examined various aspects of women directors’ experiences and influences through three survey instruments that were used to collect data over a period of six years. A survey design allowed the gathering of detailed data on a variety of items thought to be relevant to women’s experiences of being directors and allowed the data collected to be oriented to a theoretical framework. Thus, a survey design was deemed superior to common alternatives of analysis of archival company annual report data or re-analysis of data collected by executive search companies for a study of corporate directors. A survey of 572 Australian women directors in 1995 identified many characteristics of women directors. A profile of a typical Australian women director was constructed and compared to international research on women directors covering a similar period (e.g., Burke, 1994b; Catalyst, 1993; Holton, Rabbets & Scrivener, 1993). An examination of differences between the characteristics of executive and nonexecutive women directors confirmed that the two director roles could be perceived as distinct groups. A further survey of the women six years later examined changes in their characteristics and board experiences. Of the 298 women who had agreed to follow-up research, 59 surveys were returned as no longer at the same address, 23 women indicated that they were no longer on a corporate board, and 32 were current corporate directors. Changes in the women’s profiles that the directors had attained through increased board memberships and more central board roles were interpreted as indicators of success. Based on research by Cejka and Eagly (1999), similarities and differences in stereotypical attitudes of men and women directors were examined in relation to social identity theory. Factors in nonexecutive women directors’ identification as board directors, their perceptions of their ability to contribute as board directors, and their behaviour as a board directors were assessed by measures from Karasawa (1991) and Westphal and Milton (2000). The present research program demonstrated the value of social identity theory as a vehicle for understanding Australian women director’s experiences on corporate boards. For the present research, social identity theory provided insights into how successful Australian women directors perceive themselves and other members of their ingroup of board directors. By contributing to a deeper understanding of successful women directors, it is hoped that a greater number of women will be able to successfully join ingroups of board directors, thereby breaking down the barriers to women.

At the end of the first decade of the twenty-first century the Fulbright Program celebrated sixty years in Australia. There had been changes, especially in the funding arrangements, but there were also several continuities. Despite the recommendations of the 1976 Rose report that scholarships were preferably left open, they had in fact become far more targeted and there were many fewer available. The number of scholars going on exchange was significantly lower than in earlier decades. Postgraduates stayed for shorter periods to conduct specific research rather than enrol in lengthy PhDs. Indigenous scholars now had a specific award and the gender ratio of successful applicants had improved, so that between 1990 and 2009 women made up approximately 43 per cent of the total. It was even harder for humanities and social science scholars to compete against scientists and medical researchers. The AAFC board had increased in size, but was still disproportionately male, although it had increased the membership of women to three since the first woman was appointed in 1985. While two women had acted temporarily as executive directors at times of transition between appointments, Dr Tangerine Holt was the first woman to be formally appointed as executive director of the Commission, in 2011....

This chapter analyses the empirical landscape of older women's working lives, which is shaped by connected structural disadvantages constituted by neoliberal institutions. It initially explains the recent Australian political discourse of 'intergenerational equity', which rationalises the government's policy of prolonging working lives until the revised pension age of 70 in 2035. Yet older women are cumulatively disadvantaged within a 'de-accumulation trajectory' over the life course by a trinity of pillars: comparatively lower wages then men, institutional arrangements of pensions and government supported superannuation. The data analysis shows that gender wage gaps cascaded to increased pension dependency and superannuation gender gaps. Globalisation supported gendered industry career trajectories, with the highest gender wage gaps found in male-dominated professional and financial sector industries, while older women were concentrated in low-waged service industries. Finally, women's lower participation within unemployment programs further limited their economic participation, undermining government policy directions of extending working lives.