The Role of Line Managers in Implementation of Gender Diversity Policies

2018 ◽  
Vol 2018 (1) ◽  
pp. 17654
Author(s):  
Shreyashi Chakraborty ◽  
Leena Chatterjee
Keyword(s):  
Gender Diversity ◽  
Line Managers

Gender Diversity in Computing: An Environmental Perspective

10.28945/3248 ◽  
2008 ◽  
Author(s):  
Cecille Marsh
Keyword(s):  
Gender Diversity ◽  
Household Head ◽  
Female Students ◽  
Political Factors ◽  
Female Household Head ◽  
Dominant Female ◽  
Computer Confidence ◽  
Males And Females ◽  
Research Questions

Previous research conducted by the author investigated the socio-political backgrounds of two groups of female students studying computer-related university programmes. They came from distinctly different backgrounds and were enrolled at two institutions with very different legacies. The author found that socio-political factors, in particular the role of a dominant female household head and aggressive governmental affirmative action, had a significant effect on the girls’ levels of confidence and subsequently on their decision to study computer-related courses. Based on this insight, the researcher undertook to look further into gender diversity with respect to self-perceived general computer confidence and self-perceived ability to program a computer. A sample of both female and male Information T echnology students from very similar disadvantaged socio-economic backgrounds was surveyed. The sample of 204 students was drawn from all three years of the National Diploma in Information Technology. The author considered the following research questions: (i) Do males and females studying computer-related courses have differing computer selfefficacy levels? (ii) Do males and females studying computer programming have differing attitudes towards their ability to program? (iii) Do males and females differ in their attitudes towards the programming learning environment?

Social workers as state and citizen-agents. How social workers in a German, Dutch and Flemish public welfare organisation manage this dual responsibility in practice

2021 ◽  
pp. 146801732110097
Author(s):  
Michelle van der Tier ◽  
Koen Hermans ◽  
Marianne Potting
Keyword(s):  
Social Workers ◽  
Public Welfare ◽  
National Study ◽  
Front Line ◽  
Line Managers ◽  
Daily Work ◽  
Line Manager ◽  
Cross National Study ◽  
The Relationship

Summary Professional standards state that social workers in public welfare organisations should act as state and citizen-agents. However, the literature provides little insight into how social workers navigate this dual responsibility in their daily work. To address this gap, we used Maynard-Moody and Musheno’s theory on state and citizens-agent narratives to analyse street-level practices of social workers in three local welfare organisations in Germany, the Netherlands and Belgium. This article explores how three specific organisational mechanisms (decision-making authority; the role of the front-line manager and the degree of specialisation) affect the ways social workers navigate both agent narratives in public welfare organisations. The data were gathered by a mixed method design of in-depth interviews and focus groups. Findings Our study shows that social workers struggle with the tensions that intrude between the state and citizen-agent narrative. We found that the extent to which both narratives are adopted by social workers is affected by a complicated interaction between the beliefs of social workers about social justice and responsiveness and the selected organisational mechanisms. Moreover, we found that critical reflection and a supportive attitude of front-line managers can help social workers to manage their double responsibility in practice. Application Our cross-national study contributes to a deeper understanding of the relationship between organisational mechanisms and the moral deliberations of social workers regarding their dual responsibility. It provides in-depth insights into the tensions and conflicts social workers in different contexts face daily on account of their dual responsibility.

scholarly journals Institutional quality and the capital structure of microfinance institutions: the moderating role of board gender diversity

2021 ◽  
pp. 1-21
Author(s):  
Michael Adusei ◽  
Beatrice Sarpong-Danquah
Keyword(s):  
Capital Structure ◽  
Institutional Environment ◽  
Gender Diversity ◽  
Institutional Quality ◽  
Microfinance Institutions ◽  
Female Representation ◽  
Long Run ◽  
Board Gender Diversity ◽  
The Relationship

Abstract We test the effect of institutional quality on capital structure in the microfinance setting. In doing this, we rely on data from 532 microfinance institutions (MFIs) located in 73 countries dotted across the six microfinance regions in the world. We observe that institutional quality exhibits a robust negative and statistically significant relationship with capital structure in both the short and long run, implying that MFIs in countries with a better institutional environment are less likely to utilize more debt. Our moderation analysis furnishes us with evidence that the presence of women on the board of an MFI significantly moderates the relationship between institutional quality and its capital structure. We show that in the presence of more female representation on the boards of MFIs, the tendency of MFIs using less debt is higher.

Diversity Training in Organizations

2014 ◽  
pp. 1151-1165
Author(s):  
David McGuire ◽  
Nicola Patterson
Keyword(s):  
Decision Making ◽  
Problem Solving ◽  
Culturally Diverse ◽  
Diversity Training ◽  
Individual Identity ◽  
Multicultural Teams ◽  
Line Managers ◽  
Hierarchical Levels ◽  
Valuing Diversity

Diversity training is an area of growing interest within organizations. As organizations and society become more culturally diverse, there is a need to provide training across all hierarchical levels to make individuals more aware of and sensitized to elements of difference. Managing and valuing diversity is becoming increasingly important to delivering higher levels of performance and creativity, enhancing problem solving and decision-making, and gaining cultural insights into domestic and overseas markets. As facilitators of diversity training, line managers are increasingly tasked with the important role of equipping employees with the skills and competencies to work effectively in diverse multicultural teams. Consequently, this chapter looks at the mechanics of how diversity is discussed and delivered in organizations. It explores the necessity of diversity training in safeguarding and respecting individual identity and in fostering more welcoming inclusive workplaces.

scholarly journals Increasing Gender Diversity in Higher Education Leadership: The Role of Executive Search Firms

2019 ◽  
Vol 8 (6) ◽  
pp. 168 ◽  
Author(s):  
Simonetta Manfredi ◽  
Kate Clayton-Hathway ◽  
Emily Cousens
Keyword(s):  
Higher Education ◽  
Knowledge Exchange ◽  
Gender Diversity ◽  
Leadership Roles ◽  
The Public ◽  
Executive Search ◽  
Diversity In Higher Education ◽  
Recruitment And Selection ◽  
Search Firms

Women are under-represented in leadership roles in United Kingdom Higher Education Institutions (HEIs). Existing scholarship focuses on institutional barriers, which include cognitive bias and entrenched homosocial cultures, rather than external factors such as the use of executive search firms (ESFs) in recruitment and selection. Recent research indicates that the use of ESFs is increasing for senior HEI appointments. This analysis offers insights on these firms’ involvement from a gender equality perspective, based on the results from a study that used a ‘virtuous circle’ approach to research and knowledge exchange. The requirement for HEIs to pay ‘due regard’ to equality considerations under the Public Sector Equality Duty provides a framework for analysis. This paper provides new insights on the dynamics within recruitment processes when ESFs are involved and on how a legislative approach can leverage better equality outcomes.

scholarly journals The Vital Role of Gender Diversity on Corporate Outcomes: The Need for Empirical Studies Concerning Frontier Markets

2015 ◽  
Vol 7 (2) ◽  
pp. 183 ◽  
Author(s):  
Bazeet Olayemi Badru ◽  
Hauwa Daniyan Bagudu ◽  
Abdulmumini Baba Alfa ◽  
Abdulmumini Baba Alfa
Keyword(s):  
Career Planning ◽  
Empirical Studies ◽  
Critical Mass ◽  
Gender Diversity ◽  
Developed Countries ◽  
The United States ◽  
Vital Role ◽  
Women's Development ◽  
Female Representation

<p>The purpose of the study is to review empirical studies related to gender diversity on corporate outcomes and suggest the need for more empirical research on gender diversity in frontier markets. Several empirical studies have identified the need for a critical mass of female directors and executives in corporate firms. This review further justifies the clamour for more female representation on boards globally. Nigeria is a country that has very weak corporate governance compared to the United States (US) and other developed countries. Therefore, the present study suggests that more empirical studies in this area should be carried out and widely explored. It is hoped that capital market regulatory authority can consider the need for 35% women in public institutions and corporate settings. In other words, there is an urgent need for the implementation of this policy as this would have implications for women’s development and career planning.</p>

scholarly journals Board gender diversity and environmental, social and governance performance of US banks: moderating role of environmental, social and corporate governance controversies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Hassan Shakil ◽  
Mashiyat Tasnia ◽  
Md Imtiaz Mostafiz
Keyword(s):  
Corporate Governance ◽  
Fixed Effects ◽  
Resource Dependence ◽  
Gender Diversity ◽  
Corporate Boards ◽  
Omitted Variables ◽  
Content Type ◽  
Dynamic Panel Regression ◽  
Board Gender Diversity

PurposeGender diversity in corporate boards is broadly studied in existing corporate governance literature. However, the role of board gender diversity on environmental, social and governance (ESG) performance of the banks is still unaccounted for. Drawing on resource dependence and legitimacy theory, this study addresses this pressing research issue. Moreover, investigation of ESG controversies as a moderator paves the existing corporate governance research to the new avenues.Design/methodology/approachData were sourced from Refinitiv database on 37 US banks from the period of 2013 to 2017. This study employs static and dynamic panel regression models that include random effects, fixed effects and dynamic generalised method of moments (GMMs) to test the hypotheses. Furthermore, system GMM is used to reduce the issue of endogeneity, measurement error, omitted variables bias and bank-specific heterogeneity.FindingsWe identify a significant positive relationship between board gender diversity and the ESG performance of US banks. However, the result propounds non-significant moderating effect of ESG controversies on the board gender diversity–ESG performance nexus.Originality/valueLiterature on board gender diversity and ESG separately and predominantly explains firm/bank's financial performance. This study is one of the pioneering attempts to explain the role of board gender diversity on ESG performance. Although incremental, however, this study also contributes to the literature on ESG in the US context.

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