Legal and cultural factors as catalysts for promoting women in the boardroom

Abstract

This study focuses on whether regulation as well as national cultures play significant roles in defining women's role in society. We are contributing to the existing debate by providing the first empirical analysis to calibrate which legal mechanisms and cultural dimensions are more efficient in achieving boardroom gender equality. We have highlighted the impact of regulation by distinguishing between those countries that have passed positive laws imposing gender quotas in the boardroom and those applying the ‘comply or explain’ recommendation in their good governance codes. We have monitored enforcement levels among countries and tested the validity of Hofstede's cultural factors in impacting on gender quotas. The emerging picture is that of gender diversity being triggered by the adoption of positive laws rather than by soft recommendations. Moreover, gender diversity policies are more commonly promoted in countries where governments, corporations and institutions are characterized by less masculinity and lower power distance.

The role of national culture in the impact of board gender diversity on firm performance: evidence from a multi-country study

“…That might explain dampening effect of this cultural dimension on the relationship between board gender diversity and firm performance. The results of past studies emphasizing high power distance as the cause for more gender inequality (Cabeza-García et al , 2019; Glick, 2006) confirm our findings that in such a culture having less women on the board seems more legitimate.…”

“…Although a substantial number of studies have echoed cultural factors as well as board gender diversity as vital ingredients in enhancing the firm performance (Cabeza-García et al , 2019; Conyon and He, 2017; Dezsö and Ross, 2012; Dwyer et al , 2003; Frijns et al , 2016; Green and Homroy, 2018; Zheng, 2020), the simultaneous impact of board diversity and cultural factors is worth of more detailed investigation. Therefore, a noteworthy contribution of this study is the investigating of the cultural aspects and thus the institutional norms under which having women on the board can contribute positively to firm performance.…”

Motherhood and medicine: systematic review of the experiences of mothers who are doctors

“…48 The perception that women should be at home providing childcare is a barrier to career progression in many professions. 49 Strategies for overcoming this problem include education and targeted leadership development programs, 50 but research specific to medical practice is needed. Few evaluations of policies for supporting pregnant doctors, providing maternity leave, and assisting their return to work after giving birth have been published.…”

The road to gender equality: Persisting obstacles for American women in the workforce.

“…There are a variety of organizational remedies (Azzam, 2019;Cabeza-García et al, 2019;Cyrus et al, 2004;Gloor et al, 2020;Lee & DuVernet, 2019;Mullen, 2020;Nili, 2019;Ovseiko et al, 2019;Siniscalco et al, 2014;Sylvester, 2020) that organizations can implement which will aid in the minimization of microaggressive behavior toward women in the workplace environment, to include:…”