Pathways to leadership: Board independence, diversity and the emerging pipeline in the United States for women directors

Colaco, Hugh; Myers, Paul S; Nitkin, Mindell Reiss

doi:10.1057/jdg.2011.1

Cited by 26 publications

(30 citation statements)

References 25 publications

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“…Although the reasons differ, supply-side theories all suggest that gender segregation will already be evident in the pipeline of people seeking different jobs (Fernandez and Friedrich 2011;Schweitzer et al 2011;Barbulescu and Bidwell 2013). This "limited pipeline" argument has also been used to explain the paucity of women in top positions (Colaco et al 2011;Barsh et al 2012;Parrotta and Smith 2013) and has been reflected in the popular discourse by which women are encouraged to put themselves forward more aggressively and actively compete for senior roles (e.g. Sandberg 2013).…”

Section: Gender Inequality In the Executive Labor Marketmentioning

confidence: 99%

“…Much research argues for the importance of supply-side factors, claiming that the paucity of women in top positions reflects, at least in part, the limited pipeline of experienced female candidates available to fill senior executive roles (Colaco et al 2011;Barsh et al 2012;Parrotta and Smith 2013). In contrast, other work focuses on organizational demand-side barriers that prevent women's advancement to higher-level corporate positions-whether through internal (DiPrete and Soule 1988;Cohen et al 1998;Barnett et al 2000;Yap and Konrad 2009; or external labor market transitions (Brett and Stroh 1997;Lyness and Judiesch 1999).…”

Section: Introductionmentioning

confidence: 99%

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Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs

2016

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We study the sources of women's underrepresentation in hiring for top management jobs, by focusing on the context of executive search. Using data that include proprietary information on 10,970 individuals considered by a search firm, we examine the sources of the low proportion of women placed in senior roles. Contrary to received wisdom, we find limited evidence that demand-side screeners strongly contribute to gender disadvantage in this setting. What gender differences exist tend to play out at the start of the hiring process and are driven both by supplyside and demand-side actors. Once considered for a position, women are no less likely than men to be hired-though they are slightly less likely to be interviewed by the search firm. Our findings highlight the theoretical importance of disentangling candidates' "self-steering" behavior from the "pipeline bending" of hiring agents. We discuss the implications of our results for understanding gender inequality at upper echelons of the labor market.

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Section: Gender Inequality In the Executive Labor Marketmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs

2016

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“…Os dois pisos, divididos por um teto de vidro, permitem às mulheres percecionarem os cargos disponíveis, mas não sendo estes atingíveis pelas mesmas. Para Kirchmeyer (2002) A literatura existente demonstra, portanto, que as mulheres têm menor representatividade do que os homens em cargos de gestão de topo (Kirchmeyer, 2002;Adams & Flynn, 2005;Colaco et al, 2010) e também que existe uma segregação de género, em cargos de gestão de topo, por setor de atividade (Riach & Rich, 2002;Pichler et al, 2008;Bertrand & Hallock, 2010;Duarte et al, 2010a). Assim, para além deste estudo testar a representatividade feminina, ir-se-á, também, testar se o género de encontra uniformemente distribuído pelos diferentes setores de atividade, nos cargos de gestão de topo, colocando as seguintes hipóteses:…”

Section: Efeito Glass Ceilingunclassified

“…A escolha do ano de 2007 justifica-se por ter sido o ano imediatamente anterior ao ano de partida para uma crise que começou nos Estados Unidos da América e rapidamente se alastrou a todo mundo (Colaco et al, 2010).…”

Section: Objetivo Do Estudounclassified

“…Seguidamente apresentar-se-á a parte empírica, sendo analisada uma amostra de 127 empresas privadas que exercem atividade em Portugal, composta por 467 colaboradores, com dados do ano de 2007, pois 2007 foi o ano imediatamente anterior ao início de uma crise que começou nos Estados Unidos da América e rapidamente se alastrou a todo mundo (Colaco, Myers & Nitkin, 2010). Por fim, serão apresentadas as principais conclusões bem como as principais limitações e futuras linhas de investigação.…”

Section: Introductionunclassified

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Mulheres na Gestão de Topo: A Problemática do Gap de Gênero e Salarial

Marques¹,

Ferreira²

2015

RIAE

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RESUMONeste estudo pretende identificar-se e verificar-se a presença de um diferencial de género em cargos de gestão de topo, em Portugal. Tenta estudar-se a representatividade das mulheres em cargos de liderança e tenta, também, perceber se a questão da liderança é um problema da passagem de cargos de gestão intermédia para lugares de gestão de topo. Pretende-se, ainda, identificar e verificar a presença de um diferencial de salários entre homens e mulheres que ocupam cargos de gestão de topo em Portugal. Tentando ser inovador no que toca ao estudo da liderança, neste estudo desenvolveu-se um indicador que permitirá medir a capacidade de liderança dos indivíduos em cargos de gestão de topo, para perceber se a fraca representatividade das mulheres encontrada se pode dever a uma capacidade inferior de liderança. Os resultados mostram que mulheres e homens, em cargos de gestão de topo, são similares relativamente à capacidade de liderança. Palavras-chave:Gênero; Salários; Gestão de Topo; Liderança; Diferencial. WOMEN IN TOP MANAGEMENT POSITIONS: THE GENDER AND SALARY GAP ISSUE ABSTRACTThis study aims to identify and verify the presence of a gender gap in top management positions. This study try to figure out what the representation of women in positions of leadership, in Portugal, and figure out if the issue of leadership is a problem for passing intermediate management positions to top management positions. It also aims to identify and verify the presence of a wage gap between men and women occupying positions of top management. Trying to be innovate in the study of leadership, it has been developed an indicator that allows the measurement of the leadership competence of individuals in top management positions, to understand if the scarcity of women found in this positions is due to lower leadership skills. The results show that men and women, in top management positions, are similar in what concerns to leadership ability.Keywords: Gender; Pay; Top Management; Leadership; Gap. 44 Mulheres na Gestão de Topo: A Problemática do Gap de Gênero e Salarial _______________________________ Revista Ibero-Americana de Estratégia -RIAEVol. 14, N. 1. Janeiro/Março. 2015 MARQUES/ FERREIRA MUJERES EN POSICIONES DE ALTA DIRECCIÓN: LA PROBLEMÁTICA DEL GAP DE GÉNERO Y SUELDO RESUMENEste estudio pretende identificar y verificar la presencia de una brecha de género en los puestos de alta gerencia. Intenta averiguar la representación de las mujeres en posiciones de liderazgo, en Portugal y averiguar si el tema del liderazgo es un problema para pasar desde puestos intermedios a puestos de alta gerencia. También tiene como objetivo identificar y verificar la presencia de un diferencial de sueldos entre hombres y mujeres que ocupan puestos de alta dirección. Intentando ser innovador cuando se trata del estudio del liderazgo, ha desarrollado un indicador que mide la capacidad de liderazgo de los individuos en posiciones de alta dirección, para entender si la débil representación de las mujeres encontrada puede deberse a una menor capacid...

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The Influence of Board Composition on Sustainable Development Disclosure

2017

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Despite knowing the potential effect of social reporting on firms' continuity, there is limited research into the influence of the composition of boards of directors on CSR disclosure. This paper adds to the emerging CSR literature empirical evidence by examining how board composition relates to a firm's social and environmental disclosure as well as the implementation of social policies. Using a sample of FTSE 350 firms for the period 2007–2012, the results show that higher board independence facilitates the conveying of firms' good citizenship image through enhancing societal conscience. The results also show that female participation on boards is favorably affecting CSR engagement and reporting as well as the establishment of ethical policies. Hence, the research suggests that boards with higher female participation and independence boost the legitimacy of CSR reporting. Board gender diversity and independence facilitates directing part of the firm's scarce resources toward value maximizing social projects and subsequent reporting on these. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment

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Pathways to leadership: Board independence, diversity and the emerging pipeline in the United States for women directors

Cited by 26 publications

References 25 publications

Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs

Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs

Mulheres na Gestão de Topo: A Problemática do Gap de Gênero e Salarial

The Influence of Board Composition on Sustainable Development Disclosure

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