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Joecks, Jasmin, Kerstin Pull & Katrin Scharfenkamp (2024): Women directors, board attendance, and corporate financial performance. In: Corporate Governance, Jg. 32, H. 2, S. 205-227. DOI:10.1111/corg.12525

Abstract

"Using insights from an in-depth qualitative interview study, we propose an input-process-output model where the link between women directors (input) and corporate financial performance (output) is mediated by board attendance and where board attendance serves as a proxy of several intermediate but latent board processes. Further, we dig deeper into the nonlinearities of female boardroom representation by analyzing in how far the postulated mediation depends on the number of women in the boardroom. Analyzing quantitative data from German supervisory boards over an 11-year period, we find the link between women directors and corporate financial performance to be partially mediated by board attendance, and we find the mediation to depend on whether there is more than just one “token” woman in the boardroom. When there is only one woman in the boardroom, her presence is positively linked to board attendance, but the higher board attendance does not to translate into a better corporate financial performance. Our study contributes to theory, by inductively enriching our understanding of how and when women directors and corporate financial performance are linked. Our study encourages firms to appoint more than one woman to the boardroom to profit from an enhanced board attendance that will then also translate into a better corporate financial performance." (Author's abstract, IAB-Doku) ((en))

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Vincent, Steve, Ana Lopes, Elina Meliou & Mustafa Özbilgin (2024): Relational Responsibilisation and Diversity Management in the 21st Century: The Case for Reframing Equality Regulation. In: Work, Employment and Society online erschienen am 09.01.2024, S. 1-20. DOI:10.1177/09500170231217660

Abstract

"This article critiques equality regulation within neoliberal policy regimes and suggests an alternative. We argue that, globally, neoliberal regimes exacerbate social divisions by individualising responsibilities for addressing inequalities. Consequentially, a new policy direction for equality regulation is required. Using the UK economy as an exemplar, we make the case for relational responsibilisation, which involves raising awareness of workplace inequalities on an international basis; attributing responsibility for inequalities onto specific socioeconomic causes and institutions; and systematically developing policies and practices that extend accountability for and ameliorate the negative consequences of workplace inequalities. Theoretically, Bourdieusian social critique and realist sociological imagination are used to conceive responsibilisation in relational terms and to imagine a policy agenda that might make societies more responsible for tackling the forms of inequality they produce. Our overall argument is for the creation of a new equality, diversity and inclusion-aware form of social democracy." (Author's abstract, IAB-Doku) ((en))

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Knappertsbusch, Inka & Gerlind Wisskirchen (Hrsg.) (2023): Die Zukunft der Arbeit. New Work mit Flexibilität und Rechtssicherheit gestalten. Wiesbaden: Springer Fachmedien Wiesbaden, 443 S.

Abstract

"Dieses Buch nimmt die Leser mit auf eine Reise in die Zukunft der Arbeit. Unter dem Einfluss der Pandemie ist eine vorher undenkbare Flexibilität der Arbeitsbedingungen eingetreten. Die in diesem Rahmen gewährten Freiheiten werden von vielen Mitarbeitern weiterhin eingefordert. Ebenso gibt es zahlreiche Unternehmen, die mit dieser Umstellung überwiegend positive Erfahrungen gemacht haben und diese gerne fortführen möchten. Vor diesem Hintergrund ist zu erwarten, dass sich die erfolgte Abkehr von einem traditionellen Arbeitsumfeld – bedingt durch die vier Einflussfaktoren demografischer Wandel, Fachkräftemangel, Digitalisierung und künstliche Intelligenz – in Zukunft noch verstärken wird. Dieses Buch vermittelt einen Überblick über die verschiedenen Gestaltungsoptionen im Bereich New Work und zeigt die jeweiligen Vor- und Nachteile auf. Zudem werden neue Trends und Prognosen in Bezug auf die Zukunft der Arbeit analysiert. Darüber hinaus wird in aller Kürze und leicht verständlich der maßgebliche rechtliche Rahmen dargestellt. Dieses Buch gibt Ihnen die nötigen Werkzeuge an die Hand, um die Zukunft der Arbeit in Ihrem Unternehmen aktiv und rechtssicher zu gestalten." (Verlagsangaben, IAB-Doku)

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Machokoto, Michael & Eugene Bempong Nyantakyi (2023): Are women-owned enterprises better for employees? In: Economics Letters, Jg. 232. DOI:10.1016/j.econlet.2023.111368

Abstract

"This study provides novel survey-based insights from an under-researched developing market perspective into whether women-owned enterprises offer better working environments despite being resource-constrained and subject to engendered restrictions. Using a hand-collected survey-based dataset from Kenya and Tanzania, we find that women-owned enterprises provide more training programs, pension coverage, health insurance, female and youth employment opportunities, and are more innovative. We attribute these findings to the fact that female participation leads to a more empathic and socially responsible approach to decision-making, resulting in better employee welfare outcomes. Our findings echo the need to spur equitable and sustained economic growth by eliminating engendered restrictions and providing more resources to female entrepreneurs in developing markets." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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(2023): Gender diversity in senior management and firm productivity: Evidence from nine OECD countries. (OECD productivity working papers 34), Paris, 29 S. DOI:10.1787/58ad664a-en

Abstract

"This paper investigates the link between gender diversity in senior management and firm-level productivity. For this purpose, it constructs a novel cross-country dataset with information on firms' senior management group and other firm characteristics, covering both publicly listed and unlisted firms in manufacturing and non-financial market services across nine OECD countries. The main result from the analysis is that productivity gains from increasing gender diversity in senior management are highest among firms with low initial diversity. Increasing the female share to the sample average of 20% in firms with initially lower shares would increase aggregate productivity by around 0.6%. This suggests that improving women's access to senior management positions matters not only for equity but could yield significant productivity gains." (Author's abstract, IAB-Doku) ((en))

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Tobsch, Verena & Tanja Schmidt (2023): Operationalisierbarkeit der Konzeption ,Wege zur Diskriminierungsfreiheit von Unternehmen‘ des djb für den Bereich der Personalrekrutierung. Kurzstudie im Auftrag der Bundesstiftung Gleichstellung. Berlin, 39 S.

Abstract

"Wie sehen Lösungen für eine diskriminierungsfreie Personalauswahl aus? Und wie können Unternehmen bei der Entwicklung von gleichstellungsorientierten Maßnahmen unterstützt werden? Die neue Studie betont das Potential, datenbasiert Diskriminierungen im Recruiting aufzudecken und zeigt Handlungsoptionen auf. Bei der Karrieremesse herCAREER Expo wurde sie der Öffentlichkeit vorgestellt." (Autorenreferat, IAB-Doku)

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Begall, Katia, Leonie van Breeschoten, Tanja van der Lippe & Anne-Rigt Poortman (2022): Supplemental family leave provision and employee performance. Disentangling availability and use. In: The International Journal of Human Resource Management, Jg. 33, H. 3, S. 393-416. DOI:10.1080/09585192.2020.1737176

Abstract

"The purpose of this study is to investigate whether the provision of supplemental family leave elicits higher work effort and extra-role behavior in employees. Drawing on arguments derived from signaling theory we test whether the beneficial effects of providing longer or better paid family leave on performance exist for all employees, or whether they are limited to the group who either took advantage of the supplemental leave in the past or is likely to do so in the future. In addition, the mechanism proposed by organizational support theory by which supplemental leave is expected to affect employee performance - by increasing affective organizational commitment - is tested. The hypotheses developed are tested using European multilevel organization-data (Van der Lippe et al., 2016a) on 11,011 employees in 869 departments or teams, and 259 organizations. The results indicate that perceived availability of supplemental family leave relates positively to employees? contextual performance, partially by increasing organizational commitment. This effect is found irrespective of actual use of family leave and is not moderated by characteristics relating to future use such as having young children, being of childbearing age or being female." (Autorenreferat, IAB-Doku)

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Brüll, Eduard & Patrick Kampkötter (2022): Betriebliche Diversitätsstrategien in Deutschland. (Forschungsbericht / Bundesministerium für Arbeit und Soziales 603), Berlin, 48 S.

Abstract

"Dieser Bericht betrachtet freiwillige Diversitätsstrategien in Deutschland und analysiert die Wirkung dieser Strategien sowohl aus der Beschäftigten- als auch aus der Unternehmensperspektive. Basierend auf Daten des Linked Personnel Panel, einem repräsentativen Arbeitgeber-ArbeitnehmerDatensatz für privatwirtschaftliche Betriebe mit mehr als 50 sozialversicherungspflichtigen Beschäftigten, gibt dieser Bericht einen ersten deskriptiven Überblick über die Anwendung und thematische Ausgestaltung solcher Strategien in deutschen Betrieben. Anhand von Regressionen mit Strukturkontrollen und einem Differenz-in-Differenzen-Ansatz lassen sich kaum Belege für die Wirksamkeit dieser Strategien ermitteln. Hinsichtlich der Betriebszusammensetzung, der Rekrutierung von Beschäftigten und der Mitarbeiterbindung zeigt der Bericht keinerlei Unterschiede zwischen Unternehmen mit und ohne Diversitätsstrategien. Die wenigen vorliegenden Belege für die Wirksamkeit von Diversitätsstrategien beziehen sich auf Messgrößen, die direkt beschreiben, wie die Beschäftigten Diskriminierung am Arbeitsplatz wahrnehmen. Bei der empfunden Arbeitszufriedenheit und anderen aus der Beschäftigtenperspektive wichtigen Zielgrößen, lassen sich keine Unterschiede zwischen Beschäftigten in Betrieben mit und ohne Diversitätsstrategien feststellten. Insgesamt zeigen die Analysen in dem Bericht somit wenig Spielraum für die Wirksamkeit von Diversitätsstrategien, jedenfalls nicht innerhalb des betrachteten Zeitraums von fünf Befragungswellen zwischen 2012 und 2021." (Autorenreferat, IAB-Doku)

Zitatform

Kiefer, Kip, Mark Heileman & Timothy L. Pett (2022): Does gender still matter? An examination of small business performance. In: Small business economics, Jg. 58, H. 1, S. 141-167. DOI:10.1007/s11187-020-00403-2

Abstract

"This study provides novel insights into gender differences in small business outcomes. We analyze the first publicly available microdata from the 2007 US Census Bureau PUMS dataset, in a manner similar to (Fairlie and Robb's in Small Business Economics, 33, 375–395 2009) analysis of the 1992 CBO dataset, and explore differences in female-led versus male-led firms' business performances over a 15-year period. Findings indicate that gender differences persist and that female-led businesses continue to trail male-led businesses in survival rates, profits, employment (i.e., firm size), and sales. We also extend the work by (Fairlie and Robb in Small Business Economics, 33, 375–395 2009), by examining new performance and predictor measures, including payroll firm and longevity. We find that female-led businesses trail male-led businesses in these variables as well. However, the news is not all bad. Our findings also reveal that, although female-led businesses continue to trail male-led businesses in performance outcomes, both female- and male-led businesses are improving and in some cases performance improvements by female-led businesses are out-pacing their male-led counterparts." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

Zitatform

Lorenzen, Solvej & Jörn Block (2022): Geschlechterdiversität im Management von mittelständischen Familienunternehmen. In: Personal quarterly, Jg. 74, H. 4, S. 22-27.

Abstract

"Welchen Einfluss haben weibliche Familien- und Nichtfamilien-CEOs auf die Anzahl und den Anteil weiblicher Nichtfamilienmitglieder im Management von mittelständischen Familienunternehmen? Deskriptive Analyse und lineare Regression. 1.139 mittelständische Familienunternehmen im Maschinenbausektor Praktische Implikationen: Wir finden einen positiven Einfluss weiblicher NichtfamilienCEOs und einen negativen Einfluss weiblicher Familien-CEOs auf die Anzahl weiblicher Nichtfamilienmitglieder im Management von mittelständischen Familienunternehmen." (Autorenreferat, IAB-Doku, © Haufe-Lexware)

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Miller, Conrad, Jennifer Peck & Mehmet Seflek (2022): Integration Costs and Missing Women in Firms around the World. In: AEA papers and proceedings, Jg. 112, S. 578-582. DOI:10.1257/pandp.20221084

Abstract

"Where social norms favor gender segregation, firms may find it costly to employ both men and women. If the costs of integration are largely fixed, firms will integrate only if their expected number of female employees under integration exceeds some threshold. We use the distribution of female employment to estimate the share of firms with binding integration costs. Using global survey data, we find evidence for these binding integration costs in the Middle East and North Africa (MENA) and South Asia but not in other regions. We also show that the intensity of gender segregation preferences is correlated with these integration costs in the MENA region." (Author's abstract, IAB-Doku) ((en))

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Yang, Yang, Tanya Y. Tian, Teresa K. Woodruff, Benjamin F. Jones & Brian Uzzi (2022): Gender-diverse teams produce more novel and higher-impact scientific ideas. In: Proceedings of the National Academy of Sciences of the United States of America, Jg. 119, H. 36. DOI:10.1073/pnas.2200841119

Abstract

"Science’s changing demographics raise new questions about research team diversity and research outcomes. We study mixed-gender research teams, examining 6.6 million papers published across the medical sciences since 2000 and establishing several core findings. First, the fraction of publications by mixed-gender teams has grown rapidly, yet mixed-gender teams continue to be underrepresented compared to the expectations of a null model. Second, despite their underrepresentation, the publications of mixed-gender teams are substantially more novel and impactful than the publications of same-gender teams of equivalent size. Third, the greater the gender balance on a team, the better the team scores on these performance measures. Fourth, these patterns generalize across medical subfields. Finally, the novelty and impact advantages seen with mixed-gender teams persist when considering numerous controls and potential related features, including fixed effects for the individual researchers, team structures, and network positioning, suggesting that a team’s gender balance is an underrecognized yet powerful correlate of novel and impactful scientific discoveries." (Author's abstract, IAB-Doku) ((en))

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Carbonero, Francesco, Francesco Devicienti, Alessandro Manello & Davide Vannoni (2021): Women on board and firm export attitudes: Evidence from Italy. In: Journal of Economic Behavior & Organization, Jg. 192, S. 159-175. DOI:10.1016/j.jebo.2021.10.011

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Card, David, Fabrizio Colella & Rafael Lalive (2021): Gender Preferences in Job Vacancies and Workplace Gender Diversity. (NBER working paper), Cambridge, Mass, 69 S. DOI:10.3386/w29350

Abstract

"In spring 2005, Austria launched a campaign to inform employers and newspapers that gender preferences in job advertisements were illegal. At the time over 40% of openings on the nation’s largest job-board specified a preferred gender. Over the next year the fraction fell to under 5%. We merge data on filled vacancies to linked employer-employee data to study how the elimination of gender preferences affected hiring and job outcomes. Prior to the campaign, most stated preferences were concordant with the firm’s existing gender composition, but a minority targeted the opposite gender - a subset we call non-stereotypical vacancies. Vacancies with a gender preference were very likely (>90%) to be filled by someone of that gender. We use pre-campaign vacancies to predict the probabilities of specifying preferences for females, males, or neither gender. We then conduct event studies of the effect of the campaign on the predicted preference groups. We find that the elimination of gender preferences led to a rise in the fraction of women hired for jobs that were likely to be targeted to men (and vice versa), increasing the diversity of hiring workplaces. Partially offsetting this effect, we find a reduction in the success of non-stereotypical vacancies in hiring the targeted gender, and indications of a decline in the efficiency of matching. For the much larger set of stereotypical vacancies, however, vacancy filling times, wages, and job durations were largely unaffected by the campaign, suggesting that the elimination of stated preferences had at most small consequences on overall job match efficiency." (Author's abstract, IAB-Doku) ((en))

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Clark, Andrew E., Conchita D'Ambrosio & Rong Zhu (2021): Job quality and workplace gender diversity in Europe. In: Journal of Economic Behavior & Organization, Jg. 183, S. 420-432. DOI:10.1016/j.jebo.2021.01.012

Abstract

"We here consider the relationship between workplace gender measures and employees’ perceived job quality, where the former cover both the gender mix of workers with the same job title and the gender of the immediate boss. Data from the 2015 European Working Conditions Survey show that men’s job evaluation is higher in gender-balanced job positions at the workplace, while that of women is higher in either gender-balanced or male-dominated positions. The gender of the immediate boss plays no significant role in employee job evaluation. There is some evidence that these correlations differ by job-quality domains. We introduce co-worker support and help, gender discrimination, and unwanted sexual attention as possible mediators of the gender-mix correlations: these change the estimated coefficients only little. Our estimated correlations could therefore reflect a pure preference for job-position gender composition. Last, we use a bounding approach to show that our main results are robust to the potential influence of unobservables. Overall, job-position gender diversity is associated with higher worker well-being." (Author's abstract, © 2021 Elsevier) ((en))

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Criscuolo, Chiara, Peter Gal, Timo Leidecker & Giuseppe Nicoletti (2021): The human side of productivity: Uncovering the role of skills and diversity for firm productivity. (OECD productivity working papers 29), Paris: OECD Publishing, 66 S. DOI:10.1787/5f391ba9-en

Abstract

"Relying on linked employer-employee datasets from 10 countries, this paper documents that the skills and the diversity of the workforce and of managers – the human side of businesses – account on average for about one third of the labour productivity gap between firms at the productivity “frontier” (the top 10% within each detailed industry) and medium performers at the 40-60 percentile of the productivity distribution. The composition of skills, especially the share of high skills, varies the most along the productivity distribution, but low and medium skilled employees make up a substantial share of the workforce even at the frontier. High skills show positive but decreasing productivity returns. Moreover, the skill mix of top firms varies markedly across countries, pointing to the role of different strategies pursued by firms in different policy environments. We also find that managerial skills play a particularly important role, also through complementarities with worker skills. Gender and cultural diversity among managers – and to a lesser extent, among workers – is positively related to firm productivity as well. We discuss public policies that can facilitate the catch-up of firms below the frontier through skills and diversity. These cover a wide range of areas, exerting their influence through three main channels: the supply, upgrading and the matching across firms (the SUM) of skills and other human factors." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): The Economics of Being LGBT. A Review 2015-2020. (IZA discussion paper 14845), Bonn, 26 S.

Abstract

"This paper reviews studies on LGBT workplace outcomes published between 2015 and 2020. In terms of earnings differences, in the US, Canada, Europe, and Australia, gay men were found to experience earnings penalties of 7% in comparison to heterosexual men, bisexual men experienced earnings penalties of 9% in comparison to heterosexual men, and bisexual women faced earnings penalties of 5% in comparison to heterosexual women. In the same regions, lesbian women experienced an earnings premium of 7% in comparison to heterosexual women. Trans women, in the US and Europe, faced earnings penalties ranging from 4% to 20%. In terms of job satisfaction, in the US, Canada, and Europe, gay men, and lesbian women experienced 15% and 12%, respectively lower job satisfaction than their heterosexual counterparts. Additionally, bullying against sexual minorities has persisted. In the UK, sexual minorities who experienced frequent school-age bullying faced a 32% chance of experiencing frequent workplace bullying. In relation to job exclusions, in OECD countries, gay men and lesbian women were found to experience 39% and 32%, respectively lower access to occupations than comparable heterosexual men and women. For trans men and women in Europe, comparable patterns are in evidence. Given these patterns, it is not of surprise that LGBT people in the US and the UK experience higher poverty rates than heterosexual and cis people. However, in these two regions, anti-discrimination laws and positive actions in the workplace helped reduce the earnings penalties for gay men, enhance trans people's self-esteem, spur innovation and firms' performance, and boost marketing capability, corporate profiles, and customer satisfaction. The evidence indicated that LGBT inclusion and positive economic outcomes mutually reinforced each other." (Author's abstract, IAB-Doku) ((en))

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Gong, Yundan & Sourafel Girma (2021): Top management gender diversity and performance: in search of threshold effects. In: Cambridge Journal of Economics, Jg. 45, H. 1, S. 109-127. DOI:10.1093/cje/beaa045

Abstract

"The impact of gender diversity on business performance has been featured prominently on the agenda of many politicians and business leaders in recent years. However, empirical results of the impact of gender diversity on firm performance have been ambiguous. This paper contributes to the literature by using propensity score-based estimation techniques on a large sample of UK firms to analyse the performance effect of appointing a first female board director. We look at financial and non-financial performance indicators and document significant effects on firm growth and labour cost efficiency, but rather fragile ones on accounting returns, such as profitability. We also document evidence of another threshold effect; namely, gender diversity appears to have its highest impact (its 'ceiling') when the proportion of female directors is approximately 30%. Carrying out a sensitivity analysis, we conclude that hidden bias must be implausibly high to be able to attribute the beneficial effects of boardroom gender diversity to unmeasured confounding." (Author's abstract, IAB-Doku) ((en))

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Icks, Annette, Teita Bijedić, Rosemarie Kay, Philipp Latzke & Andreas Merx (2021): Der Schutz vor Diskriminierung und die Förderung personaler Vielfalt im Arbeitsleben. Umsetzungsstand und Praxis in Unternehmen, Verwaltungen und Organisationen des Dritten Sektors. Berlin, 184 S.

Abstract

"Die Studie untersucht, inwiefern Diversity-Maßnahmen und Maßnahmen des Diskriminierungsschutzes rund 15 Jahre nach Einführung des AGG und der Gründung der Charta der Vielfalt in Unternehmen, Verwaltungen und dem Dritten Sektor umgesetzt werden. Im Mittelpunkt steht die Frage, wie Arbeitgeber*innen und Personalverantwortliche das AGG in der Praxis bewerten und inwiefern Diskriminierungsschutz und Vielfaltsförderung Einzug in die Unternehmens- und Organisationskulturen gehalten haben. In der qualitativen Studie wurden aufbauend auf einer Literaturrecherche und Expert*innen-Interviews, die Geschäftsführungen oder Personalverantwortlichen von 50 Unternehmen, Verwaltungen und Organisationen des Dritten Sektors befragt. Aus den Befragungsergebnissen wurden konkrete Handlungsempfehlungen formuliert." (Autorenreferat, IAB-Doku)

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Lackner, Mario (2021): Gender differences in competitiveness. To what extent can different attitudes towards competition for men and women explain the gender gap in labor markets? (IZA world of labor 236), 10 S. DOI:10.15185/izawol.236.v2

Abstract

"In addition to the well-documented gender pay gap, women are globally under-represented in top-level jobs. One obvious explanation for this is discrimination. Differences in attitudes toward competition, which are observed in the empirical literature, offer another explanation. These differences could partly explain the gender gaps in labor market outcomes. A future challenge is to mitigate the negative consequences of these gaps on the way to achieving gender equality in labor markets. Reforms of the educational systems could help to encourage competitive attitudes and affect educational choices of women. One possibility is to consider gender-segregated education in specific subjects. Some evidence suggests that any intervention is most likely to be successful during early ages. In contrast, preferences regarding competitiveness are found to evolve over time." (Author's abstract, IAB-Doku) ((en))