Participação Feminina na Alta Gestão e a Sustentabilidade Empresarial no Brasil ## Participation in High Management and Business Sustainability in Brazil

Respaldado pela Teoria dos Stakeholders, o presente estudo tem como objetivo analisar a relação entre a participação feminina na alta gestão e a sustentabilidade empresarial, a partir de uma análise realizada em 83 das 100 empresas listadas na B3 S.A. com maior valor de mercado, de acordo com os dados do exercício de 2018, disponíveis na base Economática®. De natureza quantitativa, a pesquisa utilizou técnicas da estatística descritiva, da Análise de Correspondência Simples (Anacor), do teste de médias e da regressão logística. A participação feminina é medida pela proporção do número de mulheres presentes no Conselho de Administração (CA) e na Diretoria Executiva (DE) em relação ao total de seus membros titulares, enquanto a proxy da sustentabilidade empresarial é mensurada a partir da participação no Índice de Sustentabilidade Empresarial (ISE). A Anacor demonstrou que há uma associação entre a participação feminina no CA e a sustentabilidade empresarial; entretanto, não foi encontrada associação entre a participação feminina na DE com a sustentabilidade. O teste de diferenças entre médias revelou que há diferenças significativas entre as empresas sustentáveis e as não sustentáveis no que tange à variável participação feminina no CA, o que foi ratificado mediante aplicação da regressão logística. Destaque-se que a participação feminina no CA e o tamanho da empresa são as variáveis com mais probabilidade de exercer essa correlação. Com isso, os resultados confirmam os prognósticos da Teoria dos Stakeholders, na medida em que sinaliza que a participação feminina nos órgãos de alta gestão promove resultados efetivos que atendam às necessidades dos acionistas e stakeholders. ABSTRACTSupported by the Stakeholder Theory, this study aims to analyze the relationship between female participation in top management and corporate sustainability, based on an analysis carried out in 83 of the 100 companies listed on B3 SA with the highest market value, according to with the data for the 2018 financial year, available on the Economática® basis. Of a quantitative nature, the research used techniques of descriptive statistics, Simple Correspondence Analysis (Anacor), the means test and logistic regression. Female participation is measured by the proportion of the number of women present on the Board of Directors (CA) and on the Executive Board (DE) in relation to the total of its full members, while the proxy for corporate sustainability is measured based on participation in the Index of Corporate Sustainability (ISE). Anacor has demonstrated that there is an association between female participation in the Board of Directors and corporate sustainability; however, no association was found between female participation in DE with sustainability. The test of differences between means revealed that there are significant differences between sustainable and unsustainable companies with respect to the variable female participation in the Board, which was ratified through the application of logistic regression. It should be noted that female participation in the Board and the size of the company are the variables most likely to exercise this correlation. With this, the results confirm the prognostications of the Stakeholder Theory, insofar as it signals that female participation in top management bodies promotes effective results that meet the needs of shareholders and stakeholders.

Mujeres premiadas en concursos de letras flamencas

This paper analyzes the participation of women in flamenco literary competitions, the awards and mentions achieved, as well as the evolution of female participation in these events. En el presente trabajo se analiza la participación de mujeres en concursos de letras flamencas, los premios y menciones conseguidos así como la evolución de la participación femenina en dichos eventos.

A PERCEPTIONAL STUDY ON THE TYPE OF WORK WOMEN UNDERTAKE IN TOP POSITION IN SELECTED SERVICE SECTOR WITH SPECIAL REFERENCE TO PUNE

India has one of the lowest female labor force participation rates in the world and a majority of women work in the informal sector. The World Economic Forum said that at the it will take India 108 years to close the overall gender gap and 202 years to bring equality in the workplace. Even though there are more women graduates, the number of those joining the corporate sector and rising to the top remains abysmally low. (Thakur, 2020). In the recent study by Credit Suisse Research Institute (CSRI)India Ranked 23 globally, India’s female representation on boards has increased by 4.3 percentage points over the past five years to 15.2% in 2019.Though female participation rate increased but it is significantly below the global average of 20.6% (Pathak ,2019). India is near the bottom of the rankings for female representation at senior management levels, only marginally better than Japan and South Korea. Accepting the fact that female participation is top position is very less in India from the above figures this paper aims to examine the women in the top position as well as threw a light on area or type of work in which women are engaged in select service sector in Pune city

Female participation in U.S. oncology clinical trials registered on ClinicalTrials.gov from 2008 to 2020.

85 Background: Females are thought to be underrepresented in clinical trials, which may lead to care disparities. We characterized female enrollment trends in U.S. oncology trials registered on ClinicalTrials.gov and identified features associated with accurate representation. Methods: We employed a cross-sectional study design with descriptive, logistic regression, and cox regression analyses. We downloaded 270,172 studies registered on the Aggregate Analysis of the ClinicalTrials.gov database from October 1, 2008 to March 9, 2020, excluding non-interventional and reproductive organ specific trials. We then applied cancer/oncology specific Medical Subject Heading terms and manually reviewed the remaining 27,521 trials for true oncology content. Prevalence-corrected estimates for female participation were calculated as the percentage of females among trial participants divided by the percentage of females in the disease population per U.S. Surveillance, Epidemiology, and End Results Program (SEER) data (participation to prevalence ratio [PPR]), with a range between 0.8 and 1.2 reflecting accurate female representation in the trial. Results: Of 26,894 trials meeting eligibility criteria, 9,059 trials were completed in the U.S., 2,499 trials reported completed study status, and only 1,256 trials reported sex. Among 1,256 oncology trials and 229,056 participants, overall female representation was 46.9% (95% CI, 45.4-48.4%). 43% of trials were industry funded, 29% academic, and 28% U.S. government. Females were underrepresented compared to their disease burden in anal canal (PPR 0.21), thyroid (PPR 0.57), stomach (PPR 0.68), kidney (PPR 0.77), and bone (PPR 0.79) cancer trials. They were accurately represented in head and neck (PPR 0.80), lung (PPR 0.84), bladder (PPR 0.85), skin (PPR 0.88), pancreas (PPR 0.88), colon (PPR 0.90), hematologic (PPR 0.91), liver (PPR 1.01), CNS (PPR 1.03), soft tissue (PPR 1.05), and esophagus (PPR 1.05) cancer trials. Accurate representation was significantly associated with industry funding and pancreas cancer trial focus, but not associated with trial type (medical, surgical, radiation, other invasive, other) (Table). Conclusions: Females are underrepresented compared to their disease burden in many solid tumor clinical trials. Stakeholders can look to industry funded and pancreas cancer trials as models of improvement, but must increase female representation in clinical trials to improve cancer care. [Table: see text]

Strategies to Advance Women: Career Insights From Senior Leadership Women in Professional Sport in Canada

Women remain minimally represented in senior leadership roles in sport, despite increased female participation in both sport, sport management education programs, and in entry levels positions in the industry. Many women prematurely exit mid-level leadership positions in sport, or are often overlooked for senior leadership positions. To uncover the experiences and strategies of women who made it through the process, we interviewed all the women (N = 7) who now hold senior leadership positions with professional sport properties in Canada. Participants revealed they overcame real and perceived barriers, and they suggested women seeking senior leadership roles in the industry: (a) find, and later become role models, mentors, and sponsors; (b) create access to networks and opportunities; (c) strategically self-promote, and; (d) purposefully build a varied career portfolio. Recommendations for the industry and all those who work in the industry are presented with a goal to break the cycle and help ensure more equitable and inclusive leaders in the senior leadership ranks.