Gender, Diversity und der wirtschaftliche Erfolg von Unternehmen
Steigert eine diversitätsfördernde und gleichstellungsorientierte Personalstrategie den wirtschaftlichen Erfolg von Unternehmen? Ist die Berufung von Frauen in den Aufsichtsrat und Vorstand eines Unternehmens Garant für eine verbesserte Performance?
Diese Infoplattform stellt Studien vor, die auf Team- und Unternehmensebene analysieren, wie sich heterogene Personalstrukturen auf den Unternehmenserfolg auswirken.
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Literaturhinweis
Board Gender Diversity and Workforce Composition, Compensation, and Retention for U.S. Publicly Traded Firms (2025)
Zitatform
Byker, Tanya, Sara Malik, Elena Patel & Jason Sandvik (2025): Board Gender Diversity and Workforce Composition, Compensation, and Retention for U.S. Publicly Traded Firms. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18125), Bonn, 59 S.
Abstract
"We use administrative data from the U.S. Census to estimate the effect of female director representation on workplace gender diversity and women's earnings. Using a difference-in-differences estimator that correctly accounts for variation in treatment timing, we show that first-time female director appointments lead to subsequent increases in workplace gender diversity. We find that the effects are driven by the improved retention of female workers in the middle and upper quartiles of the firm's overall earnings distribution. We find suggestive evidence that the effects are due to the newly appointed female directors' influence on corporate policy, as we observe stronger effects when the director is placed on one of the board's three core committees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender matter for export behavior? Evidence for German companies (2025)
Zitatform
Krenz, Astrid (2025): Does gender matter for export behavior? Evidence for German companies. In: International journal of gender and entrepreneurship. DOI:10.1108/ijge-05-2024-0179
Abstract
"Purpose: The purpose of this study is to investigate the relation between the gender of firm owners, and employees, and the export behavior of firms in Germany. Design/methodology/approach A new and comprehensive dataset on manufacturing plants and enterprises based on official firm data from the German Federal Statistical Office and the Offices of the Federal States was constructed. Using ordinary least squares, logit and tobit regression, this study investigates the female exporter productivity premium, the export propensity and the export intensity for female-dominated or -owned businesses in Germany. A decomposition analysis across firm size and across sectors was conducted. Findings The analysis shows that female exporters gain a higher productivity premium than male exporters: indeed, female exporters in Germany are on average almost twice as productive as male exporters. Moreover, strong evidence is found that plants are less likely to export when they belong to a female-owned firm or a firm that has a majority share of female employees. When we control for various characteristics, including productivity and further regional and industry-wide influences, this shows that the decision to export depends significantly on gender. The results suggest the existence of barriers that female exporters face to a greater degree than male exporters and that barriers appear to be a result of demand-side driven discrimination. Practical implications Policy implications include the need for improvements to business environments, access to finance and family care facilities and empowerment of women to encourage their participation in international trade and to start an exporting business. Originality/value This study focuses on the role of gender for engagement into international trade, which has been rather unexplored in the research literature so far. It provides first-time evidence for the link between gender, exports and productivity for Germany – as an industrialized country, having a high degree of womens’ rights and gender equality in an international comparison – analyzing the exporter productivity premium, the propensity and intensity to export and effects resulting from discrimination as given by demand-side-driven trade barriers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender quotas on corporate boards of directors: Gender quotas for women on boards of directors improve female share on boards, but firm performance effects are mixed, and spillover effects are positive but small (2025)
Zitatform
Smith, Nina & Emma von Essen (2025): Gender quotas on corporate boards of directors. Gender quotas for women on boards of directors improve female share on boards, but firm performance effects are mixed, and spillover effects are positive but small. (IZA world of labor 7,3), Bonn, o. S. DOI:10.15185/izawol.7.v3
Abstract
"Arguments for increasing gender diversity on corporate boards of directors by gender quotas range from ensuring equal opportunity to improving firm performance. The introduction of gender quotas in a number of countries, mainly in Europe, has increased female representation on boards. Current research does not unambiguously justify gender quotas on grounds of economic efficiency. In many countries, the number of women in top executive positions is limited, and it is not clear from the evidence that quotas lead to a larger pool of female top executives, who, in turn, are the main pipeline for boards of directors. Thus, other supplementary policies may be necessary if politicians want to increase the number of women in senior management positions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
“[It's] Always Better When Something is Organic”: Structural and Cultural Impediments to Millennials’ Occupational Activism (2025)
Zitatform
Wingfield, Adia Harvey (2025): “[It's] Always Better When Something is Organic”: Structural and Cultural Impediments to Millennials’ Occupational Activism. In: Work and occupations. DOI:10.1177/07308884251364786
Abstract
"Millennial workers, more so than their generational predecessors, say that it is important to work in environments that prioritize diversity and inclusion. Their stated support for diversity, equity, and inclusion (DEI) plus their sizable presence in the work force suggests they might theoretically be motivated to engage in occupational activism, particularly by pressing firms to implement policies that advance diversity. Yet many organizations remain racially homogenous, particularly among leadership. Sociologists explain this disjuncture by referencing “principle/practice gaps ” to highlight the disconnect between the values workers endorse (principles) versus the actions they are willing to support (practice), and by noting the diversity ideology that justifies the disconnections between the two. In this article, I ask whether there are other, non-ideological dynamics that could explain why millennials are reluctant to utilize occupational activism to advocate for policies which reflect their values around diversity. What other forces might restrict millennials’ efforts in this area? Drawing from a multiracial sample of 85 millennial workers in the financial sector, I find that both structural and cultural dynamics discourage millennials from agitating for change. By focusing on a particular generational cohort and the constraints they encounter, this article contributes to our growing understanding of occupational activism by highlighting both a potential age/generational pathway by which this activism could emerge, and factors that impede it." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Developing the workforce: Exploring the impact of female directors on male-led new ventures (2025)
Zitatform
Wu, Zhiyan & Lucia Naldi (2025): Developing the workforce: Exploring the impact of female directors on male-led new ventures. In: Journal of business venturing, Jg. 40, H. 5. DOI:10.1016/j.jbusvent.2025.106504
Abstract
"This study investigates whether and how female directors influence the performance of male-led new ventures. Guided by resource dependence theory, which sees boards as providers of key resources and advice, we shift the focus adopted in prior research on female directors' strategic roles in public firms to argue that, in male-led new ventures, their influence is more operationally focused. Using data from Sweden and an instrumental variable approach that exploits the random assignment of a child's sex at birth among male founders, we find that greater female board representation is positively associated with the performance of male-led new ventures. Further analyses suggest this effect operates primarily through workforce development—namely, the hiring of skilled female employees and the provision of competitive compensation. Notably, even a single female director has a measurable impact. This study underscores the distinct role of female directors in entrepreneurial settings as opposed to established firms, illuminating the mechanisms through which female presence in the boardroom positively affects the early life stages of organizations. We hope our research serves as a basis for future research to explore further the roles played by female directors that are particularly relevant at the startup stage." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier Inc.) ((en))
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Literaturhinweis
The impact of diversity statements on age diversity: More than just window-dressing? (2025)
Zitatform
de Saint Priest, Oriana & Franciska Krings (2025): The impact of diversity statements on age diversity: More than just window-dressing? In: Work, Aging and Retirement, Jg. 11, H. 3, S. 213-229. DOI:10.1093/workar/waae012
Abstract
"Many organizations are committed to age diversity and inclusion, aiming for a fair treatment and balanced representation of younger and older employees in all units of the organization. However, the continuing workplace discrimination against mature workers demonstrates that older employees are often excluded and remain underrepresented. Hence, organizations still struggle to reach their diversity goals and finding ways to effectively foster employee behaviors that result in more age diversity is therefore crucial. We investigate the impact of age diversity statements on selecting older and younger individuals into teams in 3 experimental studies. We find consistent evidence that when building teams, short diversity statements increase the selection rates of older individuals so that teams become more age balanced. With no age diversity statement in place, older teammates are hardly chosen, showing that diversity statements can help overcome negative age bias. We found no evidence that age diversity statements produce unintended negative side-effects in terms of increased bias based on dimensions other than age. Overall, this research provides a first examination and encouraging conclusions regarding the effectiveness of age diversity statements, laying the groundwork for more field research in this area." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Gaps across the Spectrum of Development: Local Talent and Firm Productivity (2024)
Ashraf, Nava; Minni, Virginia; Bandiera, Oriana; Quintas-Martínez, Víctor;Zitatform
Ashraf, Nava, Oriana Bandiera, Virginia Minni & Víctor Quintas-Martínez (2024): Gender Gaps across the Spectrum of Development: Local Talent and Firm Productivity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17103), Bonn, 67 S.
Abstract
"We ask whether the gendered division of work affects firm productivity across the spectrum of economic development. Personnel records of over 100,000 individuals hired by a global firm that operates in 100 countries reveal that the performance of female employees is higher where women are underrepresented in the candidate pool. This implies productivity gains from hiring more women, but realizing them would require increasing women's pay relative to men. The findings highlight how unequal gender norms in local labor markets create an equity-efficiency trade-off inside the firm, particularly in low-income countries with conservative gender norms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered ethnic discrimination and the role of recruiter gender. A field experiment (2024)
Zitatform
Erlandsson, Anni (2024): Gendered ethnic discrimination and the role of recruiter gender. A field experiment. In: Acta sociologica, Jg. 67, H. 2, S. 232-250. DOI:10.1177/00016993231201482
Abstract
"Relying on data from a large-scale field experiment in Sweden, this article studies discrimination in recruitment on the basis of gender and ethnicity combined with recruiter gender. The study includes 5641 job applications sent in response to advertised vacancies, and the employer callbacks to these. Gender and either a Swedish or a foreign-sounding name were randomly assigned to the applications, and recruiter gender was documented whenever available. Based on the callback rates, there is evidence of ethnic discrimination against foreign-named job applicants by both male and female recruiters. Also, male applicants with foreign-sounding names are discriminated more than female applicants with foreign-sounding names. Thus, the results show gendered ethnic discrimination in the Swedish labor market, and this does not appear to depend on recruiter gender in general. However, the patterns for gendered ethnic discrimination by recruiter gender vary across occupational categories." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Diversität, aber wie?: Internationale und nationale Best-Practice-Bereiche für diversitäts- orientierte und diskriminierungskritische Organisationsentwicklung (2024)
Gräfe-Geusch, Annett; Sdunzik, Jennifer;Zitatform
Gräfe-Geusch, Annett & Jennifer Sdunzik (2024): Diversität, aber wie? Internationale und nationale Best-Practice-Bereiche für diversitäts- orientierte und diskriminierungskritische Organisationsentwicklung. (DeZIM working papers DWP #02), Berlin, 47 S.
Abstract
"Diversitätsorientierte Organisationsentwicklung ist mittlerweile auch in Deutschland ein wichtiges Vorhaben in allen Wirtschaftssektoren. Zwar gibt es viel wissenschaftliche und graue Literatur zum Thema, aber nur wenig Überblick darüber, wie dieses Vorhaben gestaltet werden sollte. Dieses Working Paper beantwortet daher die Frage, welche Maßnahmen und Handlungsempfehlungen (Best Practices) Gegenstand der internationalen und nationalen Forschungsliteratur sind, und vergleicht, wie diese jeweils im internationalen und nationalen Kontext besprochen werden. Basierend auf systematischen qualitativen und quantitativen Analysen der internationalen und nationalen Literatur im Bereich Diversität in Organisationen haben wir aus der Vielzahl an besprochenen Maßnahmen, Handlungsempfehlungen und organisationalen Kontexten insgesamt zwölf Best-Practice-Bereiche identifiziert und zusammengefasst. Diese wurden in drei Gruppen – Verankerungen, Vorschriften und Verbindungen – klassifiziert. Zur besseren Übersicht wurden für jeden Best-Practice-Bereich Dos- und Don’ts-Tabellen erstellt. Basierend auf einem theoretisch fundierten Verständnis von diversitätsorientierter Organisationsentwicklung als lernendem Prozess und um die teils abstrakten Best-Practice-Bereiche besser einordnen zu können, diskutieren wir zusätzlich drei Praxisbeispiele aus dem öffentlichen Sektor, an denen aufgezeigt wird, wie sich die verschiedenen Bereiche in einzelnen Maßnahmen überschneiden können." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Women directors, board attendance, and corporate financial performance (2024)
Zitatform
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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Literaturhinweis
Family-Leave Mandates and Female Labor at U.S. Firms: Evidence from a Trade Shock (2024)
Zitatform
Kamal, Fariha, Asha Sundaram & Cristina J. Tello-Trillo (2024): Family-Leave Mandates and Female Labor at U.S. Firms: Evidence from a Trade Shock. In: The Review of Economics and Statistics, S. 1-50. DOI:10.1162/rest_a_01436
Abstract
"We examine how the 1993 Family and Medical Leave Act (FMLA) impacts the gender composition at U.S. firms experiencing a negative demand shock. Combining changes in Chinese imports across industries between 2000 and 2003 and a sharp regression discontinuity to identify FMLA status, we find that an increase in import competition decreases the share of female employment, earnings, and promotions at FMLA relative to non-FMLA firms. This effect is driven by women in prime childbearing ages and without college degrees; and is pronounced at firms with all male managers. These results suggest that job-protected leave mandates may exacerbate gender inequalities in response to adverse shocks." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Relational Responsibilisation and Diversity Management in the 21st Century: The Case for Reframing Equality Regulation (2024)
Zitatform
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, Jg. 38, H. 6, S. 1549-1568. 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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Literaturhinweis
Die Zukunft der Arbeit: New Work mit Flexibilität und Rechtssicherheit gestalten (2023)
Knappertsbusch, Inka; Wisskirchen, Gerlind;Zitatform
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)
Weiterführende Informationen
Inhaltsverzeichnis vom Verlag -
Literaturhinweis
Are women-owned enterprises better for employees? (2023)
Zitatform
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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Literaturhinweis
Gender diversity in senior management and firm productivity: Evidence from nine OECD countries (2023)
Oecd, ;Zitatform
(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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Literaturhinweis
Operationalisierbarkeit der Konzeption ,Wege zur Diskriminierungsfreiheit von Unternehmen‘ des djb für den Bereich der Personalrekrutierung: Kurzstudie im Auftrag der Bundesstiftung Gleichstellung (2023)
Zitatform
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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Literaturhinweis
Supplemental family leave provision and employee performance: Disentangling availability and use (2022)
Zitatform
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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Literaturhinweis
Betriebliche Diversitätsstrategien in Deutschland (2022)
Zitatform
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)
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Literaturhinweis
Does gender still matter? An examination of small business performance (2022)
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))
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Literaturhinweis
Geschlechterdiversität im Management von mittelständischen Familienunternehmen (2022)
Zitatform
Lorenzen, Solvej & Joern 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)