A Female Style in Corporate Leadership? Evidence from Quotas

Abstract

A-2 would affect its workforce, and the like. In an effort to maintain confidentiality, the provision allows the employers to retain some information in consultations with their employees. Section references for prior version of law: N/A Section references for updated version of law: 8-1; 8-2; 8-3. No ChangesCollective Redundancies: Collective redundancies are defined as the termination of ten or more employees within a 30-day period, excluding terminations for cause. Firms' responsibilities to provide consultation and expert advice to employees in connection with collective redundancies did not change with the law, neither did the conditions employers must follow, such as calling consultations as early as possible and giving a very detailed notice, including the grounds for redundancies. Notice must also be forwarded to the Public Employment Service and employees' elected representatives may comment on the notification directly to the Public Employment Service. Collective redundancies may not come into effect earlier than 30 days after the Public Employment Service has been notified, and the Public Employment Service may extend this waiting period. Section references for prior version of law: 56A. Section references for updated version of law: 15-2. More than one employer/Duties of employer to workers other than own employees:This provision pertains to work environment standards for contract workers or self-employed persons who perform tasks in connection with an employer's activities. If there are more than ten employees simultaneously employed at a workplace and there is no principal employer, then it is to be agreed in writing which employer is in charge of coordinating work environment standards or else the Labor Inspection Authority will decide. Section references for prior version of law: 15. Section references for updated version of law: 2-2. Electing safety officials:Workforces of ten or more employees are required to elect a safety representative. At firms with fewer than ten employees, parties may agree in writing to another arrangement or to not have a safety representative (although this agreement may be vacated by the Labor Inspection Authority). Workforces of more than ten employees may have more than one representative. The number of safety representatives should proportional to the number of workers and the type of work performed. Section references for prior version of law: 25-1; 25-2. Section references for updated version of law: 6-1. Working Environment Committees:Working environment committees are concerned with planning and maintaining safe and healthy work environment standards. Firms that employ at least 50 workers must have a working environment committee representing the employers, employees, and safety and health staff. Firms that employ between 20 and 50 employees may form a working environment committee when agreed by the parties. The Labor Inspection Authority may also require a working environment committee for firms with fewer than 50 employees, based on the conditions of work. Se...

Diversity begets diversity? The effects of board composition on the appointment and success of women CEOs

“…The primary function of a company's board of directors is to appoint company leaders and oversee their leadership progress. There is even growing evidence that boards can also influence corporate strategy and long-term corporate planning (Demb and Neubauer, 1992;Matsa and Miller, 2013;Westphal and Zajac, 1995). Given the function of boards, it is likely that board composition significantly impacts CEO appointment and success.…”

Gender discrimination before mandated quotas? Evidence from Norway: 1989–2002

“…Furthermore, Ahern and Dittmar (2012) find a negative reaction in the stock market to the 2002 Gabrielsen interview, especially among companies with few female directors. Likewise, Matsa and Miller (2013) find a lower return on assets in a comparison of company performance before and after 2006. On the other hand, Nygaard (2011) and Dale-Olsen, Schøne, and Verner (2013) find a positive or a neutral effect upon profitability.…”

Employment policies, hiring practices and firm performance

“…A growing empirical literature shows that diversity in the workforce demographic composition along several dimensions has an effect on firms' outcomes. See for instance, Parrotta and Pozzoli (2012) for the influence of cultural, demographic and skill diversity of workforce on firm productivity in Denmark, Zulehner (2009), Weber andZulehner (2010), Smith et al (2006), Matsa and Miller (2010) and Ahern and Dittmar (2012) for hiring behaviour towards women, gender composition of the workforce and mandated female board representation on firms' performance, or Grund and Westergaard-Nielsen (2008) and Ilmakunnas and Ilmakunnas (2010) for age structure in the firm. There is however a lack of empirical evidence on the effect of workforce diversity in terms of labour market and ALMPs participation histories on firms' performance .…”