Gender diversity and innovation in mining – a corpus-based discourse analysis

Purpose The purpose of this study is to gain increased knowledge about gender diversity and innovation in mining by analyzing how women are discursively represented in relation to these two concepts, and in doing so establish how diversity management is received and communicated in the industry. Design/methodology/approach The study is based on analysis of texts including references to gender diversity and innovation in mining found on the web. The tool used to retrieve the data has been WebCorpLive, a tool designed for linguistic analysis of web material. Findings Although increased female representation is communicated as a key component in the diversity management discourse, based on the idea that diversity increases innovation and creativity, closer analysis of texts on diversity and innovation in mining shows that what women are expected to contribute with has little explicit connection with innovation. Research limitations/implications The study contributes with increased knowledge about diversity management by providing an example of how it is received in a traditionally male-dominated industry. Practical implications The findings indicate that for diversity management to have a real effect in mining, it needs to be based on gender equality and social justice motives, rather than on a business case rationale – the principal motive today. To enable this change, stereotypical gender patterns, as shown in this study, need to be made visible and problematized among policy makers, practitioners and actors on all levels of the industry. Originality value The study contributes with new knowledge about gender in the mining industry previously not attended to by using a method which so far has been sparsely used in discourse analysis, although pointed out as promising.

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Rationales of gender diversity management policies and practices in India: an exploratory empirical study in the Indian IT/ITeS industry

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-04-2019-0124 ◽

2020 ◽

Vol 39 (6) ◽

pp. 667-688

Author(s):

Shreyashi Chakraborty ◽

Leena Chatterjee

Keyword(s):

Survey Methodology ◽

Economic Value ◽

Gender Diversity ◽

Diversity Management ◽

Business Case ◽

Full Time ◽

Content Type ◽

Indian Context ◽

Management Policies ◽

Policies And Practices

PurposeThe Indian context is marked with weak anti-discrimination laws and patchy implementation of protection of civil rights of women at workplaces. The purpose of this paper is to unearth the rationales of the adoption of gender diversity management policies and practices in India, in the absence of laws and regulations.Design/methodology/approachInspiration is drawn from previous studies on diversity management in other national contexts, and a survey methodology was adopted. The lead researcher administered the questionnaires personally to all respondents to ensure that the understanding of the questions is uniform across respondents as gender diversity management is a relatively new concept in India.FindingsSize of the organisation (number of full-time employees), the influence of external organisations and perceived enhanced organisational flexibility were found to explain the adoption of gender diversity management policies and practices in the Indian IT/ITeS industry. Findings also indicate that Indian subsidiaries of foreign multinationals tend to adopt more gender diversity management policies and practices as compared to Indian-owned organisations.Research implicationsThis study provides evidence that organisations do not always enact structures or behaviours in the pursuit of normative rationality and also consider the economic value of them, establishing an organisational agency in adopting legitimated norms or practices. The study also shows that gender diversity management policies and practices are not only dependent on the enactment of laws but also are adopted because of the economic benefit perceived.Originality/valueDiversity management policies and practices have been mostly studied in national contexts with anti-discrimination laws or affirmative action programs and have been claimed to be a successor of equal employment opportunity (EEO) policies. In the absence of stringent laws to reduce or eliminate discrimination against women employees in Indian workplaces, this study contributes to the literature by determining whether the business case for gender diversity drives the adoption of gender diversity management in the Indian context.

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Chairmen's perceptions of female board representation: a study on Nordic listed companies

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-11-2012-0107 ◽

2014 ◽

Vol 33 (6) ◽

pp. 523-534 ◽

Cited By ~ 6

Author(s):

Tor Brunzell ◽

Eva Liljeblom

Keyword(s):

Gender Diversity ◽

Listed Companies ◽

Nordic Countries ◽

Board Members ◽

Firm Characteristics ◽

Female Representation ◽

Content Type ◽

Gender Diverse ◽

Board Representation ◽

Practical Implications

Purpose – The purpose of this paper is to survey chairmen's perceptions of female board representation in five Nordic countries, focussing on whether the chairman's perception of board work is related to gender diversity, and on differences between high- and low-risk firms. Design/methodology/approach – The authors combine data from a questionnaire directed to the chairmen of the boards in Nordic listed companies with data on firm characteristics and board composition. Findings – The authors find that the chairmen (97.5 percent male) are significantly less satisfied with female board members as compared to male ones. The authors also find that firms with nomination committees have more gender diverse boards, as well as indications of a more positively perceived contribution of female representation in high-risk firms. Research limitations/implications – The study is restricted to perceptions of chairmen for listed Nordic firms. The low response rate of 20.1 percent is a severe limitation. Practical implications – The increasing practice of using nomination committees in the Nordic countries seems advantageous from gender balance perspective. Originality/value – The authors contribute to the literature on gender diversity in boards by providing results from a board intern perspective.

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Identity, diversity and diversity management

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-08-2014-0061 ◽

2016 ◽

Vol 35 (1) ◽

pp. 48-64 ◽

Cited By ~ 40

Author(s):

Lotte Holck ◽

Sara Louise Muhr ◽

Florence Villesèche

Keyword(s):

Design Methodology ◽

Management Practices ◽

Diversity Management ◽

Future Research ◽

Policy Makers ◽

Content Type ◽

Hr Managers ◽

The Relationship ◽

Practical Implications ◽

Diversity Research

Purpose – The purpose of this paper is to examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach – Literature review followed by a discussion of the theoretical and practical consequences of connecting the identity and diversity literatures. Findings – The authors inform future research in three ways. First, by showing how definitions of identity influence diversity theorizing in specific ways. Second, the authors explore how such definitions entail distinct foci regarding how diversity should be analyzed and interventions actioned. Third, the authors discuss how theoretical coherence between definitions of identity and diversity perspectives – as well as knowledge about a perspective’s advantages and limitations – is crucial for successful diversity management research and practice. Research limitations/implications – The authors argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications – The work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value – The theoretical connections between identity and diversity literature have so far not been reviewed systematically. The work foregrounds how important it is for diversity scholars to consider identity underpinnings of diversity research to help further develop the field within and beyond the three streams the authors discuss.

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Gender diversity in the boardroom

Human Resource Management International Digest ◽

10.1108/hrmid-08-2017-0142 ◽

2017 ◽

Vol 25 (7) ◽

pp. 36-38

Keyword(s):

Women Executives ◽

Gender Diversity ◽

Corporate Boards ◽

Female Executives ◽

Policy Makers ◽

Content Type ◽

Representation Of Women ◽

Asset Growth ◽

Pertinent Information ◽

Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Plenty of research indicates that organizations can become more competitive if women are better represented on corporate boards. Evidence suggests superior financial performance in terms of stronger sales and asset growth and higher returns on equity are attainable. More efficient risk management is also widely documented. Indications are that female executives have a similarly positive effect on performance and risk in firms operating within the Chinese automotive industry. However, low overall representation of women executives in the sector means that their impact remains limited. Companies and policy makers must therefore embrace initiatives that encourage greater gender diversity in the boardroom within a country still influenced to some extent by its patriarchal past. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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Gender diversity in the boardroom

Development in Learning Organizations An International Journal ◽

10.1108/dlo-11-2021-0207 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Keyword(s):

Case Studies ◽

Design Methodology ◽

Reading Time ◽

Conflicts Of Interest ◽

Gender Diversity ◽

Female Representation ◽

Content Type ◽

Monitoring Process ◽

Pertinent Information ◽

Practical Implications

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Reflections on the theme issue outcomes

Worldwide Hospitality and Tourism Themes ◽

10.1108/whatt-05-2016-0028 ◽

2016 ◽

Vol 8 (4) ◽

pp. 504-510

Author(s):

Gunjan M. Sanjeev ◽

Richard Teare

Keyword(s):

Customer Service ◽

Hospitality Industry ◽

Theme Issue ◽

Policy Makers ◽

Content Type ◽

Starting Point ◽

Cost Competitiveness ◽

Hotel Sector ◽

Practical Implications ◽

Selection Of

Purpose The paper aims to profile the theme issue of Worldwide Hospitality and Tourism Themes titled “How is the need for innovation being addressed by the Indian hospitality industry?” with reference to the experiences of the theme editor, contributors from the industry and academia and the theme issue outcomes. Design/methodology/approach The paper uses structured questions to enable the theme editor to reflect on the rationale for their theme issue question, the starting-point, the selection of the writing team and material and the editorial process. Findings It highlights recent innovations that have taken place in the Indian hospitality industry especially in the areas of customer service, cost competitiveness, culinary management, revenue management and technology. Practical implications As hotel sector investment in India intensifies, this theme issue will be of interest to hoteliers, policy makers, analysts and others interested in the role that innovation can play in helping to facilitate differentiation between competing hotel products and services. Originality/value There is limited literature available on industry innovations in the Indian context. All the papers in this theme issue were written after several cycles of interaction between academics and practitioners and so they incorporate real–time, relevant and contemporary data.

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Working role of women in a pandemic world: a poetic inquiry

Management Research Review ◽

10.1108/mrr-06-2021-0430 ◽

2022 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Davide de Gennaro ◽

Francesca Loia ◽

Gabriella Piscopo

Keyword(s):

Gender Gap ◽

Working Women ◽

Diversity Management ◽

Gender Inequalities ◽

Remote Work ◽

Content Type ◽

Poetic Inquiry ◽

Women’S Perceptions ◽

Practical Implications

Purpose The sudden outbreak of the COVID-19 pandemic has affected millions of people globally, and it has exacerbated the existing gender inequalities that have affected women. The purpose of this study is to understand the perceptions of women concerning gender inequality in the workplace during the current pandemic. The goal is to give women a voice so they can explain their feelings regarding the problems they face in a pandemic world. Design/methodology/approach In this study, four poetic inquiries were developed to investigate how the lives of working women were changed during the pandemic in Italy. Poetic methodology is a creative and aesthetic representation of qualitative research that is capable of reporting data with more fluidity and freedom. Findings The results suggest that the gender gap is increasing and is embodied in a series of relational and economic problems related to remote work, in difficulty in reconciling private and work life and in a series of new telematic violence against women. Practical implications This study offers practical implications for policymakers by suggesting the application of diversity management initiatives to remove barriers to gender equality. Originality/value This study, through a poetic approach, is the first to investigate women's perceptions during the pandemic related to difficulties experienced in the work sphere.

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Skill mismatch comparing educational requirements vs attainments by occupation

International Journal of Manpower ◽

10.1108/ijm-10-2018-0328 ◽

2018 ◽

Vol 39 (8) ◽

pp. 996-1009 ◽

Cited By ~ 3

Author(s):

Kea Tijdens ◽

Miroslav Beblavý ◽

Anna Thum-Thysen

Keyword(s):

High Demand ◽

Skill Levels ◽

Employment Services ◽

Policy Makers ◽

Demand And Supply ◽

Skill Mismatch ◽

Content Type ◽

Educational Requirements ◽

Occupational Skill ◽

Practical Implications

Purpose The purpose of this paper is to overcome the problems that skill mismatch cannot be measured directly and that demand side data are lacking. It relates demand and supply side characteristics by aggregating data from jobs ads and jobholders into occupations. For these occupations skill mismatch is investigated by focussing on demand and supply ratios, attained vis-à-vis required skills and vacancies’ skill requirements in relation to the demand-supply ratios. Design/methodology/approach Vacancy data from the EURES job portal and jobholder data from WageIndicator web-survey were aggregated by ISCO 4-digit occupations and merged in a database with 279 occupations for Czech Republic, being the only European country with disaggregated occupational data, coded educational data, and sufficient numbers of observations. Findings One fourth of occupations are in excessive demand and one third in excessive supply. The workforce is overeducated compared to the vacancies’ requirements. A high demand correlates with lower educational requirements. At lower occupational skill levels requirements are more condensed, but attainments less so. At higher skill levels, requirements are less condensed, but attainments more so. Educational requirements are lower for high demand occupations. Research limitations/implications Using educational levels is a limited proxy for multidimensional skills. Higher educated jobholders are overrepresented. Practical implications In Europe labour market mismatches worry policy makers and Public Employment Services alike. Originality/value The authors study is the first for Europe to explore such a granulated approach of skill mismatch.

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Fraud in overseas aid and the challenge of measurement

Journal of Financial Crime ◽

10.1108/jfc-02-2014-0006 ◽

2015 ◽

Vol 22 (2) ◽

pp. 184-198 ◽

Cited By ~ 5

Author(s):

Mark Button ◽

Chris Lewis ◽

David Shepherd ◽

Graham Brooks

Keyword(s):

High Risk ◽

International Development ◽

Local Context ◽

Structured Interviews ◽

Policy Makers ◽

Content Type ◽

The Public ◽

The Uk ◽

Practical Implications

Purpose – The purpose of this paper is to explore the challenges of measuring fraud in overseas aid. Design/methodology/approach – The research is based on 21 semi-structured interviews with key persons working in the delivery of aid in both the public and voluntary sectors. It uses the UK Department for International Development as a case study to applying more accurate measures of fraud. Findings – This paper shows there are significant challenges to using fraud loss measurement to gauge fraud in overseas aid. However, it argues that, along with other types of measures, it could be used in areas of expenditure in overseas governments and charities to measure aid. Given the high risk of such aid to fraud, it argues helping to develop capacity to reduce aid, of which measuring the size of the problem is an important part; this could be considered as aid in its own right. Research limitations/implications – The researchers were not able to visit high-risk countries for fraud to examine in the local context views on the challenges of measuring fraud. Practical implications – The paper offers insights on the challenges to accurately measuring fraud in an overseas context, which will be useful to policy-makers in this context. Social implications – Given the importance of as much aid as possible reaching recipients, it offers an important contribution to helping to reduce losses in this important area. Originality/value – There has been very little consideration of how to measure fraud in the overseas aid context, with most effort aimed at corruption, which poses some of the same challenges, as well as some very different challenges.

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Do females in audit firm governance affect firm performance? Findings from Turkey

Gender in Management An International Journal ◽

10.1108/gm-05-2019-0075 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Murat Ocak

Keyword(s):

Firm Performance ◽

Least Squares ◽

Design Methodology ◽

Gender Diversity ◽

Ordinary Least Squares ◽

Content Type ◽

Audit Firm ◽

Hierarchical Levels ◽

And Gender ◽

Practical Implications

Purpose This study aims to contribute to the literature by offering a different sector and emphasising the importance of females in audit firm (AF) governance on audit firm performance (AFP). Design/methodology/approach Ordinary least squares (OLS) and instrument variables regression (IVREG) with two-stage least squares are used to test the paper’s hypotheses. Findings Both OLS and IVREG estimation results show that both the proportion of females and gender diversity at board and owner levels and the total number of shares of female owners seem to enhance the performance of AFs. Practical implications These results may be important for policymakers and regulators to set a quota for women’s representation on AF governance or decide arrangements for women in AFs as in the regulations for the high hierarchical levels of other corporate firms. Originality/value This paper extends the current literature in the context of AFs in Turkey, positing that females in AF governance might enhance performance to a great extent.

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