Gender Equality &amp; Gender Equity: Strategies for Bridging the Gender Gap in the Corporate World

Sharma, Radha R.; Chawla, Sonam

doi:10.1007/978-3-030-64319-5_11

Cited by 5 publications

(5 citation statements)

References 28 publications

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“…In 2019, just over a quarter of directors in listed companies within the EU (28%) and just under 18% of senior executives were women. In Standard & Poor's (S&P) 500 companies around the world, 37% of first or mid-level managers are women, but women occupy just 4.6% of CEO positions (Sharma & Chawla, 2021).…”

Section: Gender Quota Legislationmentioning

confidence: 99%

“…Slow progress towards gender balance on corporate boards has put increased pressure on countries to adopt more radical approaches. Many countries have resolved to take proactive steps toward gender equality in the boardroom and have adopted various strategies: specific legislation, gender-based quota systems, soft quotas, reporting board gender composition, corporate governance codes, and sanctions (Humbert et al, 2019;Sharma & Chawla, 2021;Terjesen et al, 2015;Terjesen & Sealy, 2016). The European Commission (2021, p.1) has described legislative quotas for boards as "motors of change," as they appear to be succeeding.…”

Section: Gender Quota Legislationmentioning

confidence: 99%

“…According to Sharma and Chawla (2021), gender diversity on boards has been gaining attention from scholars and practitioners alike, and findings on the effects of increased gender diversity on boards have not been clearcut. A gender-diverse board has a positive impact on firm performance (Wiley & Monllor-Tormos, 2018), on corporate social responsibility and shareholder value (Dawar & Singh, 2016), and on corporate governance (Orazalin, 2019).…”

Section: Introductionmentioning

confidence: 99%

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Attitudes Toward Gender Quota Legislation on TMT-level Positions

Oladottir,

Christiansen,

Gylfason

et al. 2024

icgr

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In 2010, Iceland became the second country in the world after Norway to enact a minimum 40% gender quota for corporate boards. The legislation did not pass without resistance, and concerns were voiced that gender quotas undermined competitiveness and merit-based selection. The legislation had the effect of improving the gender imbalance on corporate boards. Nevertheless, the expected trickle-down effect on the top management team (TMT) level has not materialized; women face apparent exclusion from senior executive positions, and men hold 22 out of 26 CEO positions at listed companies. Women hold 31.6% of TMT-level positions in listed companies, and women business leaders in Iceland have started calling for a gender quota on TMT-level positions. This study aims to measure public attitudes toward interventions to close the gender gap and ensure equal opportunities for men and women to reach top management positions. The study focuses on attitudes toward gender quota legislation on TMT-level positions, with a requirement of at least 40/60% gender balance, identified in qualitative interview studies with board members representing all listed companies in Iceland. We find gender differences in the attitudes toward the TMT-level quota in conjunction with beliefs about equal opportunities for men and women to be hired as CEOs, beliefs about the effect of gender quota legislation on merit-based hiring, and beliefs about the rate of progress toward gender balance. The study contributes to the literature on closing the gender gap by exploring public attitudes toward a legislative intervention that has not been the focus of research so far.

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Section: Gender Quota Legislationmentioning

confidence: 99%

Section: Gender Quota Legislationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Attitudes Toward Gender Quota Legislation on TMT-level Positions

Oladottir,

Christiansen,

Gylfason

et al. 2024

icgr

View full text Add to dashboard Cite

show abstract

“…According to the World Economic Forum “Global Gender Gap Report 2020”, the global ranking of China in terms of gender pay equality has dropped from 57th in 2006 to 106th in 2020. This shows that the gender wage gap in China is increasing [ 5 ].…”

Section: Introductionmentioning

confidence: 99%

Labor market segmentation and the gender wage gap: Evidence from China

Li,

Tang,

Jin

2024

PLoS ONE

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Although the Chinese government has implemented a variety of measures, the gender wage gap in 21st century China has not decreased. A significant body of literature has studied this phenomenon using sector segmentation theory, but these studies have overlooked the importance of the collective economy beyond the public and private sectors. Moreover, they have lacked assessment of the gender wage gap across different wage groups, hindering an accurate estimation of the gender wage gap in China, and the formulation of appropriate recommendations. Utilizing micro-level data from 2004, 2008, and 2013, this paper examines trends in the gender wage gap within the public sector, private sector, and collective economy. Employing a selection bias correction based on the multinomial logit model, this study finds that the gender wage gap is smallest and most stable within the public sector. Furthermore, the private sector surpasses the collective economy in this period, becoming the sector with the largest gender wage gap. Meanwhile, a recentered influence function regression reveals a substantial gender wage gap among the low-wage population in all three sectors, as well as among the high-wage population in the private sector. Additionally, employing Brown wage decomposition, this study concludes that inter-sector, rather than intra-sector, differences account for the largest share of the gender wage gap, with gender discrimination in certain sectors identified as the primary cause. Finally, this paper provides policy recommendations aimed at addressing the gender wage gap among low-wage groups and within the private sector.

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“…There has been a rapid increase in the attendance rates of women in universities leading to a rise in workplace participation. 1 2 However, despite these advances, significant disparities remain. According to the International Labor Organization (ILO), in 2021, globally, among women over 15 years of age, the labor force participation rate was 46% compared to 72% among men in the same age group, with figures varying from approximately 11% in Iraq to 79% in Burundi.…”

mentioning

confidence: 99%