Decision-making in the recruitment of women on corporate boards: does gender matter?

Bhardwaj, Sneh

doi:10.1108/edi-08-2021-0188

Cited by 7 publications

(7 citation statements)

References 42 publications

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“…Instead, the analysis indicated that women could dispel gender-based prejudices by altering their behaviours to project male and female traits consistent with the director role. By doing so, the women in this study appear to have deconstructed gendered notions, in line with scholarly arguments of undoing the gender by women managers (Bhardwaj, 2022; Deutch, 2007; Rangwala et al. , 2020).…”

Section: Discussionsupporting

confidence: 67%

Why women on corporate boards are more than just tokens: an Indian perspective

Bhardwaj,

Morgan,

Elms

2024

Self Cite

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Purpose Situated in the context of India, where women’s representation on corporate boards remains low, this study aims to explore whether and how tokenism impacts the behaviours of female directors. Design/methodology/approach The boardroom experiences and perceptions of 14 women directors are explored through semi-structured interviews and analysed using an inductive and interpretive process. Also, to get a counter perspective and avoid the social desirability bias from the women participants’ responses, 16 men directors are interviewed. Findings The study finds that, as gender minorities, women directors' visibility on boards can create performance pressures on these women. To counter gender-based prejudices, women directors consciously alter their behaviours and project both male and female traits consistent with the director role. By doing so, women directors overcome tokenistic stereotypes and are accepted as part of the director in-group, irrespective of their numeric representation on the board. Practical implications The research has implications for governments attempting to increase women’s board presence through affirmative actions and for firms aiming to improve the gender diversity of their board composition. Originality/value These findings present an alternative perspective on women directors’ board behaviour by exploring the applicability of Western trends on tokenism and critical mass in the context of India, adding to the vast body of literature concerned with minorities on corporate boards.

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Section: Discussionsupporting

confidence: 67%

Why women on corporate boards are more than just tokens: an Indian perspective

Bhardwaj,

Morgan,

Elms

2024

Self Cite

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“…As the requirements are listed, male candidates may find more advantages in certain qualifications. Aspects unrelated to performance, such as high emphasis on leadership style, previous job title, or years of experience, benefit male applicants more [3]. The job title may include words like "Director," "Vice President," "Manager," or "Executive," depending on the level of the position.…”

Section: Introductionmentioning

confidence: 99%

Unveiling Gender Biases in Recruitment: A Natural Language Processing Approach

Barriuso

2024

JGEMBR

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This paper investigates the potential of AI to identify gender biases in recruitment for senior management positions in businesses, dealing with many documents. It aims to unravel the impact of gender biases in job advertisements as a possible reason behind the underrepresentation of women in the corporate world. An innovative experiment that extracts and analyses 2.198 job offers published in February and September 2021 in the Financial Times newspaper is presented. Natural language techniques are used. These methods identify the most frequent terms and their appearance rate in the advertisements showing the gender biases they generate. By enabling the analysis of many documents, the method allows the accurate identification of gender biases. This use is unique in management studies. The results show a strong co-occurrence of terms associated with male roles in the studied sectors. The concept of agentic-communal role differentiation, rooted in the Identity, homosocial, and TM-TM theories, supports the findings. This knowledge will contribute to using NLP to discover gender biases in recruitment for high decision-making positions proposing action to improve the present situation. Should more women ascend to decision-making positions, selection processes should be improved to reflect a more neutral language. At the same time, cultural changes should be promoted in the corporate world toward more inclusive workplaces.

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“…Sraieb and Akin (2021) find evidence linking female directors to positive correlations with corporate environmental performance. The board of directors serves as an internal oversight mechanism for corporate governance, acting as a source of sustainable competitive advantage, particularly in monitoring financial policy reporting (Bhardwaj, 2022). Women on the board positively impact sustainable company performance (Guizani and Abdalkrim, 2022).…”

Section: Introductionmentioning

confidence: 99%

Do women have a say? A moderated mediation model's influence on the leverage policy toward corporate sustainable growth

Lestari,

Indarto,

Budiati

2024

JABES

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PurposeExamining the role of women on board (WoB) toward corporate sustainable growth (CSG) through leverage policy (LP). This research also investigates the interaction effect of WoB and LP on improving CSG.Design/methodology/approachThis study uses a moderated mediation model to examine the impact of WoB on CSG, mediated by LP. Data from 48 KEHATI IDX ESG Sector Leaders Index companies observed from 2015 to 2021 were analyzed using the structural equation model partial least square (SEM-PLS) Warp.PLS 8.0. The research applies instrumental variables (IV) to test and control endogeneity due to nonrandom sample selection.FindingsWe found evidence that LP acts as a full mediator between the presence of WoB and CSG. The presence of WoB plays a moderate role by slightly weakening the influence of LP on CSG. Furthermore, we obtained evidence showing that the relationship between WoB and CSG is J-curve-shaped, a nonlinear relationship related to critical mass. Where the WoB ratio is at least 8.35% or higher, it will increase CSG in companies that have implemented the concept of environment social governance (ESG) in Indonesia.Originality/valueThis model uses a moderated mediation model and J-curve analysis; there is an interaction between WoB and LP on different paths of the mediator to CSG. This model examines the role of WoB as a moderator of the effect of LP on CSG. A nonlinear J-curve test was conducted to determine the minimum level of WoB that can influence the increase of CSG.

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Decision-making in the recruitment of women on corporate boards: does gender matter?

Cited by 7 publications

References 42 publications

Why women on corporate boards are more than just tokens: an Indian perspective

Why women on corporate boards are more than just tokens: an Indian perspective

Unveiling Gender Biases in Recruitment: A Natural Language Processing Approach

Do women have a say? A moderated mediation model's influence on the leverage policy toward corporate sustainable growth

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