How women broke into the old boys’ corporate network in Switzerland

Ginalski, Stéphanie

doi:10.1080/00076791.2022.2034788

Cited by 12 publications

(4 citation statements)

References 37 publications

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“…The apparent role of homophily, then, in producing gender inequality via discrimination might not be as straightforward as is often thought. Nonetheless, homophily and its role in the production and perpetuation of an 'old boys network' has been found to influence women's career progression within organizations via the generation of 'masculinized' modes of behaviour and performance (Ginalski, 2022), an issue I return to below.…”

Section: Direct and Indirect Sex Discriminationmentioning

confidence: 99%

Rethinking Gender Inequalities in Organizations

Dick

2024

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are peculiar to this region. I also write it from the perspective of a white, older woman with a working-class background which has strongly influenced how I have interacted and engaged with the literature on gender in organizations.There are many people I should thank for enabling this book to be written, not least Beatrice McCartney and Fran O'Sullivan at Edward Elgar Publishing for believing in this project and commissioning the book. I need to thank Jenny Pollock and Emma Shute from 'Women to Work' with whom I have worked for several years and whose encouragement and input have enabled this book to be written. I would also like to acknowledge Rosie Houston who helped with the data collection for the project into part-time working and to thank her for her great sense of fun and humour which lightened the load of the project work we were doing. More formally, I owe a debt of thanks to the Leverhulme/ British Academy for the grant (SRG\170671) which enabled me to conduct the project on women's careers and the Economic and Social Research Council (ESRC) for the grant (000-22-0336) which funded the project into part-time work in the police service.There are also many academic friends and colleagues who have directly or indirectly contributed to my thinking about gender which include

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Section: Direct and Indirect Sex Discriminationmentioning

confidence: 99%

Rethinking Gender Inequalities in Organizations

Dick

2024

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“…In others, pressure has been applied through professional associations or public activism (Deloitte, 2021; Rose and Bielby, 2011). In other research, the ‘business case’ has been effective, with the now widely accepted principle that diversity is good for profit, innovation and monitoring prompting companies to appoint members of minority groups to their leadership suite (Brammer et al, 2007; Ginalski, 2022; Post and Byron, 2015; Rose and Bielby, 2011; Singh, 2007; Vinnicombe et al, 2008). However, these various motivations have been constrained by the ‘pipeline’, with inequalities in corporate work contributing to constrained career prospects for women and non-white workers, thereby reducing the ‘pool’ of candidates appropriately experienced for executive and board roles (Groutsis et al, 2018; Wright, 2021).…”

Section: Literature Reviewmentioning

confidence: 99%

The Whiteboard: Decoupling of ethnic and gender diversity reporting and practice in corporate Australia

Wright

Cortese²,

Al‐Mamun³

et al. 2023

Australian Journal of Management

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Diversity of company leadership is an important governance issue for corporations globally, yet the uneven treatment of diversity priorities remains a major challenge. We explore the extent and change over time of both gender and ethnic diversity in leadership and disclosure for Australia’s largest firms from 2005 to 2021. Using institutional theory, we compare the isomorphisms driving change, and examine the extent to which there is rhetorical decoupling between diversity disclosure and practice. Our analysis reveals a significant improvement in gender diversity over time but very little progress in the ethnic diversity of corporate leaders. We find a connection between diversity reporting and the appointment of female corporate leaders. However, there is a disconnection between public commitment to diversity and the appointment of non-white corporate leaders. A lack of regulation for diversity reporting contributes to this imbalance with different outcomes for gender and ethnic diversity as the result of different institutional isomorphisms. Our findings can inform policymakers and corporations, highlighting the importance of a range of institutional pressures that encourage the disclosure and practice of ethnic diversity in corporate leadership. JEL Classification: M14

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“…For each year, in line with existing literature on women director networks (Mateos de Cabo et al, 2021;Ginalski, 2022;Rinaldi and Tagliazucchi, 2021), we compute two network centrality measures, namely degree and betweenness centrality. These are particularly relevant in the context of mandatory quotas which force companies to increase the number of women directors within a short window, the primary impact of which is in increasing the total number of connections and in increasing the number of times women directors occupy positions as unique bridges of information between hitherto sparsely connected parts of the director networks (Mateos de Cabo et al, 2021).…”

Section: Variables Of Interestmentioning

confidence: 99%

“…See for instance,Zenou et al (2012);Rinaldi and Tagliazucchi (2022);Ginalski (2022). AsGinalski (2022) for instance notes that the issue of women in corporate networks has not received much attention in the literature, including that on women on boards.4 See for example,Seierstad and Opsahl (2011); Mateos deCabo et al (2021).…”

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confidence: 99%

Women Director Interlocks and Firm Performance Evidence from India

Biswas,

Sarkar,

Selarka

2023

Preprint

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How women broke into the old boys’ corporate network in Switzerland

Cited by 12 publications

References 37 publications

Rethinking Gender Inequalities in Organizations

Rethinking Gender Inequalities in Organizations

The Whiteboard: Decoupling of ethnic and gender diversity reporting and practice in corporate Australia

Women Director Interlocks and Firm Performance Evidence from India

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