Gender Quotas for Corporate Boards in Norway: Innovative Gender Equality Policy

2012 ◽  
pp. 70-90 ◽  
Author(s):  
Mari Teigen
Keyword(s):  
Gender Equality ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Gender Equality Policy

scholarly journals Influencing Elite Opinion on Gender Equality through Framing: A Survey Experiment of Elite Support for Corporate Board Gender Quotas

2019 ◽  
pp. 1-24
Author(s):  
Mari Teigen ◽  
Rune Karlsen
Keyword(s):  
Gender Equality ◽  
Framing Effects ◽  
The Body ◽  
Male Dominance ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Corporate Board ◽  
Business Elite ◽  
Body Of Knowledge ◽  
Comprehensive Survey

AbstractThis article contributes to both the scholarly debates on the controversies over gender quotas and the body of knowledge on framing effects through an investigation of whether national elites, individuals in top positions across 10 sectors of Norwegian society, are susceptible to positive framing of corporate board gender quotas (CBQs). Elites are thought to be more resistant to framing, and their predispositions are found to be stronger and more consistent than those of the general public. However, few, if any, studies have empirically investigated framing effects on national elites. We report on an experiment embedded in a comprehensive survey of Norwegian national elites. The results clearly indicate that elites are susceptible to framing. When exposed to frames highlighting both male dominance among the business elite and the success of CBQs in achieving gender balance on corporate boards, elites were significantly more likely to support gender quotas. Framing effects were primarily found among men, not women, and contrary to expectation, effects were stronger among the business elite. Thus, we should direct our attention to how the framing of issues also influences key stakeholders, and policy makers should consider opposition to gender equality measures as something that has the propensity to change.

scholarly journals WOMEN’S REPRESENTATION IN HEALTHCARE MANAGEMENT IN BULGARIA

2020 ◽  
Vol 5 (6(75)) ◽  
pp. 60-63
Author(s):  
G.I. Pavlova
Keyword(s):  
Gender Equality ◽  
Healthcare System ◽  
Healthcare Management ◽  
Middle Level ◽  
European Countries ◽  
Women's Representation ◽  
Women's Participation ◽  
Women’S Representation ◽  
Operational Management ◽  
Gender Equality Policy

The purpose of this article is to study the share of women involved in healthcare management at various levels. Results: The women engaged in top management are 28%. The share of women at the middle level of management is nearly twice larger (53.4%). In operational management such as the management of healthcare establishments, women’s participation is 36%. Conclusion: Women’s representation in the management of the healthcare system in Bulgaria (35.9%) falls behind European countries’ indicators (41%). Bulgaria is applying a gender equality policy but a lot remains to be done.

scholarly journals Female street vendors’ (dis)engagement with politics in Rwanda – Orientalising women’s political participation

2020 ◽  
Vol 9 (1) ◽  
pp. 101-117
Author(s):  
Xia Nan JIN
Keyword(s):  
Political Participation ◽  
Gender Equality ◽  
Political Institutions ◽  
Political Representation ◽  
Gender Quotas ◽  
Visual Methods ◽  
Feminist Ethnography ◽  
Street Vendors ◽  
Political Decision Making ◽  
Women's Political Participation

Women’s political participation was initiated as an instrument for gender equality yet now is under research scrutiny. Due to gender quotas and other institutionalization of women’s political inclusion, Rwanda has the highest number of women in its parliament – 67%. But is women’s political participation a real tool for gender equality, or is it one that through the artificial guise of women’s political representation sets up an exclusive political space? Apart from women who work in political institutions, who else are participating in politics and how and where are they engaging with politics? Feminists should claim back this discussion, reject neoliberal approach to ‘empower’ women and propose a more distributive and collective agenda. As part of my PhD project regarding women’s (dis)engagement with politics in Rwanda, female vendors drew my attention during my fieldwork in Rwanda. In Rwanda, female vendors are among the groups who are the ‘furthest’ to participate and influence the political decision-making process, yet are heavily influenced by various political policies on a daily base. For example, the by-law forbidding street vendors was initiated in 2015 and further enforced in 2017 was designed to punish street vendors because they build “unfair competition for customers with legitimate businesses paying rent and taxes” . Consequently, many female vendors face a great deal of violence by local forces. Using feminist ethnography as the methodology, I choose visual methods to tell the stories of female vendors. That is, the photography project is designed to elicit stories of ‘what happened when’, and to encourage participants to ‘remember’ past events, and past dynamics on the street, as well as to express their own opinions and ideas. My task is to reconstruct the process of female street vendor’s engagement with politics and in doing so deconstruct the fake formal image of female political participation in Rwanda.

scholarly journals Women on corporate boards. The case of ’gender quotas’ in Italy

2016 ◽  
Vol 13 (4) ◽  
pp. 132-155 ◽  
Author(s):  
Patrizia Pastore ◽  
Silvia Tommaso
Keyword(s):  
Gender Diversity ◽  
Current Evidence ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Female Representation ◽  
Upper Management ◽  
Gender Diverse ◽  
Before And After ◽  
Market Women ◽  
Substantial Progress

This paper investigates whether gender quotas have had success so far in their primary goal of reducing gender disparities in Italian corporate boards. Debate about gender equality on boards gained momentum and global prominence over the last years attracting attention of both researchers and practitioners worldwide. Despite a remarkable progress in education and their participation in the labor market, women still face large barriers to advance into upper management and boardrooms and gaps remain. Women are still under-represented in senior executive and board positions worldwide even if there is wide variation across countries. The present is a qualitative study that aims to contribute to the ongoing international debate about gender diversity on corporate boards (or lack thereof), providing current evidence from Italy, four years after the entry into force of Law 120/2011, establishing legislated quotas in order to ensure gender-balanced corporate boards. Using the samples of Italian listed companies and government-controlled companies tracked by Consob and Cerved respectively, findings show a substantial progress of female representation in Italian corporate boards (including governing and auditing boards) over the period 2008-2015 and reflect the extent to which women are shattering the glass ceiling, right before and after the implementation of the new (although controversial) gender quotas regulation. However, even though the number of women who sit on corporate boards has increased, it is necessary to ensure that the appointment of women is a board’s genuine intention to become gender diverse and more effectiveness rather than evidence of a result driven by tokenism, designed to enhance corporate reputation and image.

scholarly journals Women Politicians and Parliamentary Elections in Ukraine and Georgia in 2012

2015 ◽  
Vol 2 (2) ◽  
pp. 83 ◽  
Author(s):  
Tetiana Kostiuchenko ◽  
Tamara Martsenyuk ◽  
Svitlana Oksamytna
Keyword(s):  
Gender Equality ◽  
Public Perception ◽  
Women Politicians ◽  
Public Attitudes ◽  
Parliamentary Election ◽  
Women In Politics ◽  
Gender Quotas ◽  
National Politics ◽  
Social Transformations ◽  
Female Politicians

<p class="EW-abstract"><strong>Abstract:</strong> Post-communist countries undergoing social transformations in the last twenty years needed to implement political and economic reforms. Changes also had to support the principles of equality in the access to power, specifically gender quotas in executive and legislative branches of government and within political parties. The events in Ukraine and Georgia in 2004-2005 known as the “colour revolutions” gave impulse to the promotion of equality and implementation of reforms. However, the number of women participating in national politics in both countries remains low. This paper proposes an analysis of gender equality principles during the parliamentary election campaigns in Ukraine and Georgia in 2012 from the perspective of women’s participation in politics and their self-representation as politicians. This empirical study covers public attitudes towards women in politics and examines networks of female parliamentarians. The findings raise hopes for better representation of women in politics as female politicians promote them from the top down, and mass public perception of gender equality principles set the ground for bottom-up activism.  <strong></strong></p><p class="EW-Keyword">Keywords: Gender Equality, Women Politicians, Public Attitudes, Social Network Analysis (SNA)</p>

Legitimacy profiles of women directors on top French company boards

2015 ◽  
Vol 34 (7) ◽  
pp. 803-820 ◽  
Author(s):  
Val Singh ◽  
Sebastien Point ◽  
Yves Moulin ◽  
Andrès Davila
Keyword(s):  
Management Development ◽  
Annual Reports ◽  
Academic Excellence ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Women Directors ◽  
Corporate Board ◽  
Content Type ◽  
Female Directors ◽  
Short Space

Purpose – The purpose of this paper is to question the profiles of female directors on top French company boards. It explores the legitimacy attributes of current female directors to identify the profiles sought recently, as firms approach the need to make many new appointments to fulfill gender quotas for supervisory boards, given that the proportion of women on a corporate board must reach 40 percent by 2017, with an intermediate level of 20 percent by 2014. Design/methodology/approach – The authors gathered numerical and qualitative biographical data on all SBF 120 (French stock exchange index) firms’ female directors from annual reports and web sites over seven years (from 2003 to 2009). The authors constructed an SPSS database to categorize the individuals into various orders of legitimacy. Findings – Drawing on director bio-data, the authors extend previous work on four legitimacy assets (family ownership; academic excellence; strong ties to the State; and top career), by adding a fifth asset (representative director), and contribute a gender dimension to the literature on personal legitimacy. Owning-family ties and academic excellence are still particularly salient in explaining legitimacy of women directors. A new source of female directors since 2005 is the pool of foreign women, outside the elite Grandes Ecoles system. Research limitations/implications – The authors had data for directors of 115 companies out of the SBF 120 firms. The authors also lacked data for seven women out of 144 appointed during the period, despite efforts to track down data from public sources. Practical implications – These legitimacy profiles present different challenges for management development as those responsible for appointing several women to their boards in a short space of time will find out. Social implications – The authors highlight that with the diminishing role of family members on large corporate boards, more women directors need to be found, developed and mentored. If this approach is followed, new female directors with solid achievements can be appointed, without having their legitimacy as directors challenged by resistant males. Women will thus be able to take their legitimate place in French boardrooms and contribute their diverse experiences and knowledge. Originality/value – This paper questions the legitimacy assets of female directors, which can be clustered into three groups: combined elite education and top corporate career; owning-family membership; and representative directors. These legitimacy profiles present different challenges for management development as those responsible for appointing several women to their boards in a short space of time will find out.

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