Results for 'Gender diversity'

996 found
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  1.  62
    Hidden Connections: The Link Between Board Gender Diversity and Corporate Social Performance. [REVIEW]Ioanna Boulouta - 2013 - Journal of Business Ethics 113 (2):185-197.
    This study examines whether and how female board directors may affect corporate social performance (CSP) by drawing on social role theory and feminist ethics literature. The empirical analysis, based on a sample of 126 firms drawn from the S&P500 group of companies over a 5-year period, suggests that board gender diversity (BGD) significantly affects CSP. However, this impact depends on the social performance metric under investigation. In particular, more gender diverse boards exert stronger influence on CSP metrics (...)
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  2.  51
    Does Board Gender Diversity Have a Financial Impact? Evidence Using Stock Portfolio Performance.Larelle Chapple & Jacquelyn E. Humphrey - 2014 - Journal of Business Ethics 122 (4):1-15.
    There is growing regulatory pressure on firms worldwide to address the under-representation of women in senior positions. Regulators have taken a variety of approaches to the issue. We investigate a jurisdiction that has issued recommendations and disclosure requirements, rather than implementing quotas. Much of the rhetoric surrounding gender diversity centres on whether diversity has a financial impact. In this paper we take an aggregate (market-level) approach and compare the performance of portfolios of firms with gender diverse (...)
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  3.  45
    Board Age and Gender Diversity: A Test of Competing Linear and Curvilinear Predictions. [REVIEW]Muhammad Ali, Yin Lu Ng & Carol T. Kulik - 2014 - Journal of Business Ethics 125 (3):1-16.
    The inconsistent findings of past board diversity research demand a test of competing linear and curvilinear diversity–performance predictions. This research focuses on board age and gender diversity, and presents a positive linear prediction based on resource dependence theory, a negative linear prediction based on social identity theory, and an inverted U-shaped curvilinear prediction based on the integration of resource dependence theory with social identity theory. The predictions were tested using archival data on 288 large organizations listed (...)
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  4.  46
    Gender Diversity on European Banks' Boards of Directors.Ruth Mateos de Cabo, Ricardo Gimeno & María J. Nieto - 2012 - Journal of Business Ethics 109 (2):145-162.
    This article investigates the gender diversity of the corporate board of European Union banks. Employing a large sample of 612 European banks from 20 European countries, it identifies organizational characteristics that could be predictive of women’s presence on bank boards. We identify three factors that play a particularly important role in defining bank board gender diversity. First, the proportion of women on the board is higher for lower-risk banks. We argue that there may be some statistical (...)
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  5.  3
    Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy.Cordelia Fine, Victor Sojo & Holly Lawford-Smith - forthcoming - Social Issues and Policy Review.
    Why does workplace gender diversity matter? Here, we provide a review of the literature on both justice‐based and organizational benefits of workplace gender diversity that, importantly, is informed by evidence regarding sex differences and their relationship with vocational behavior and outcomes. This review indicates that the sexes are neither distinctly different, nor so similar as to be fungible. Justice‐based gains of workplace gender diversity include that it may cause less sex discrimination and may combat (...)
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  6.  90
    Gender Diversity in the Boardroom and Firm Performance: What Exactly Constitutes a “Critical Mass?”.Jasmin Joecks, Kerstin Pull & Karin Vetter - 2013 - Journal of Business Ethics 118 (1):61-72.
    The under-representation of women on boards is a heavily discussed topic—not only in Germany. Based on critical mass theory and with the help of a hand-collected panel dataset of 151 listed German firms for the years 2000–2005, we explore whether the link between gender diversity and firm performance follows a U-shape. Controlling for reversed causality, we find evidence for gender diversity to at first negatively affect firm performance and—only after a “critical mass” of about 30 % (...)
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  7. Gender Diversity in Corporate Governance and Top Management.Claude Francoeur, Réal Labelle & Bernard Sinclair-Desgagné - 2008 - Journal of Business Ethics 81 (1):83-95.
    This article examines whether and how the participation of women in the firm’s board of directors and senior management enhances financial performance. We use the Fama and French (1992, 1993) valuation framework to take the level of risk into consideration, when comparing firm performances, whereas previous studies used either raw stock returns or accounting ratios. Our results indicate that firms operating in complex environments do generate positive and significant abnormal returns when they have a high proportion of women officers. Although (...)
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  8.  33
    Are Demographic Attributes and Firm Characteristics Drivers of Gender Diversity? Investigating Women’s Positions on French Boards of Directors.Mehdi Nekhili & Hayette Gatfaoui - 2013 - Journal of Business Ethics 118 (2):227-249.
    In this article, we examine the factors determining the representation of women on boards of directors by considering three main questions. The first question deals with the relationship between characteristics of ownership and governance on one side, and female directorship on the other. The second major question concerns the demographic attributes of women directors, such as nationality, foreign experience, educational level, business expertise, and connections to external sources. The third important question refers to women in senior positions on French boards (...)
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  9. The Impact of Board Diversity and Gender Composition on Corporate Social Responsibility and Firm Reputation.Stephen Bear, Noushi Rahman & Corinne Post - 2010 - Journal of Business Ethics 97 (2):207 - 221.
    This article explores how the diversity of board resources and the number of women on boards affect firms' corporate social responsibility (CSR) ratings, and how, in turn, CSR influences corporate reputation. In addition, this article examines whether CSR ratings mediate the relationships among board resource diversity, gender composition, and corporate reputation. The OLS regression results using lagged data for independent and control variables were statistically significant for the gender composition hypotheses, but not for the resource diversitybased (...)
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  10.  43
    (Re)Presentations of Gender and Ethnicity in Diversity Statements on European Company Websites.Val Singh & Sébastien Point - 2006 - Journal of Business Ethics 68 (4):363 - 379.
    This paper investigates how specific notions of gender and ethnicity are integrated into diversity discourses presented on 241 top European company websites. Large European companies increasingly disclose equality and diversity policies in statements on websites. Such statements may be used to promote an ethical image of the company in terms of how well it manages diversity and guards against discrimination. In this paper, we argue that diversity statement discourses are important as they play a key (...)
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  11. Gender Diversity in the Boardroom and Firm Financial Performance.Kevin Campbell & Antonio Mínguez-Vera - 2008 - Journal of Business Ethics 83 (3):435-451.
    The monitoring role performed by the board of directors is an important corporate governance control mechanism, especially in countries where external mechanisms are less well developed. The gender composition of the board can affect the quality of this monitoring role and thus the financial performance of the firm. This is part of the “business case” for female participation on boards, though arguments may also be framed in terms of ethical considerations. While the issue of board gender diversity (...)
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  12.  9
    Empowering Women: The Role of Emancipative Forces in Board Gender Diversity.Steven A. Brieger, Claude Francoeur, Christian Welzel & Walid Ben-Amar - 2019 - Journal of Business Ethics 155 (2):495-511.
    This study investigates the effect of country-level emancipative forces on corporate gender diversity around the world. Based on Welzel’s theory of emancipation, we develop an emancipatory framework of board gender diversity that explains how action resources, emancipative values and civic entitlements enable, motivate and encourage women to take leadership roles on corporate boards. Using a sample of 6390 firms operating in 30 countries around the world, our results show positive single and combined effects of the framework (...)
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  13.  15
    Board Gender Diversity and Corporate Response to Sustainability Initiatives: Evidence From the Carbon Disclosure Project.Walid Ben-Amar, Millicent Chang & Philip McIlkenny - 2017 - Journal of Business Ethics 142 (2):369-383.
    This paper investigates the effect of female representation on the board of directors on corporate response to stakeholders’ demands for increased public reporting about climate change-related risks. We rely on the Carbon Disclosure Project as a sustainability initiative supported by institutional investors. Greenhouse gas emissions measurement and its disclosure to investors can be thought of as a first step toward addressing climate change issues and reducing the firm’s carbon footprint. Based on a sample of publicly listed Canadian firms over the (...)
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  14.  36
    Does Board Gender Diversity Influence Financial Performance? Evidence From Spain.Nuria Reguera-Alvarado, Pilar de Fuentes & Joaquina Laffarga - 2017 - Journal of Business Ethics 141 (2):337-350.
    In recent years, several countries have enacted guidelines and/or mandatory laws to increase the presence of women on the boards of companies. Through these regulatory interventions, the aim is to eradicate the social and labor grievances that women have traditionally experienced and which has relegated them to smaller-scale jobs. Nevertheless, and despite the advances achieved, the female representation in the boardroom remains far from the desired levels. In this context, it is now necessary to enhance the advantages of board (...) diversity from both ethical and economic points of view. This article examines the relation between board gender diversity and economic results in Spain: the second country in the world to legally require gender quotas in boardrooms and historically characterized by a minimal female participation in the workforce. Based on a sample of 125 non-financial firms listed on the Madrid Stock Exchange from 2005 to 2009, our findings show that in the period analyzed the increase of the number of women on boards was over 98 %. This suggests that compulsory legislation offers an efficient framework to execute the recommendation of Spanish codes of good governance by means of the increase in the number of women in the boards of firms. Furthermore, we find that the increase in the number of women on the boards is positively related to higher economic results. Therefore, both results suggest that gender diversity in boardrooms should be incremented, mandatory laws being a key factor to do so. (shrink)
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  15.  9
    Does Board Gender Diversity Influence Financial Performance? Evidence From Spain.Nina Michaelidou & Caroline Moraes - 2017 - Journal of Business Ethics 141 (2):337-350.
    In recent years, several countries have enacted guidelines and/or mandatory laws to increase the presence of women on the boards of companies. Through these regulatory interventions, the aim is to eradicate the social and labor grievances that women have traditionally experienced and which has relegated them to smaller-scale jobs. Nevertheless, and despite the advances achieved, the female representation in the boardroom remains far from the desired levels. In this context, it is now necessary to enhance the advantages of board (...) diversity from both ethical and economic points of view. This article examines the relation between board gender diversity and economic results in Spain: the second country in the world to legally require gender quotas in boardrooms and historically characterized by a minimal female participation in the workforce. Based on a sample of 125 non-financial firms listed on the Madrid Stock Exchange from 2005 to 2009, our findings show that in the period analyzed the increase of the number of women on boards was over 98 %. This suggests that compulsory legislation offers an efficient framework to execute the recommendation of Spanish codes of good governance by means of the increase in the number of women in the boards of firms. Furthermore, we find that the increase in the number of women on the boards is positively related to higher economic results. Therefore, both results suggest that gender diversity in boardrooms should be incremented, mandatory laws being a key factor to do so. (shrink)
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  16.  12
    Managing Organizational Gender Diversity Images: A Content Analysis of German Corporate Websites.Leon Windscheid, Lynn Bowes-Sperry, Karsten Jonsen & Michèle Morner - 2018 - Journal of Business Ethics 152 (4):997-1013.
    Although establishing gender equality in board and managerial positions has recently become more important for organizations, companies with low levels of gender diversity seem to perceive an ethical dilemma regarding the ways, in which they attempt to attain it. One way that organizations try to move toward gender equality is through the use of their corporate websites to manage potential applicants’ impressions of their current levels of, and actions to improve, gender diversity. The dilemma (...)
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  17.  30
    Gender Diversity in the Boardroom and Risk Management: A Case of R&D Investment.Shimin Chen, Xu Ni & Jamie Y. Tong - 2016 - Journal of Business Ethics 136 (3):599-621.
    Increasing gender diversity in the boardroom has been promoted as a way to enhance corporate governance and risk management. This study empirically examines whether boards with more female directors play a role in reducing R&D risk. We first show that female directors help to reduce the positive relationship between R&D investment and future performance volatility. We then report that firms with more gender-diverse boards exhibit a lower adverse effect of R&D on the cost of debt. These results (...)
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  18.  23
    Does Confucianism Reduce Board Gender Diversity? Firm-Level Evidence From China.Xingqiang Du - 2016 - Journal of Business Ethics 136 (2):399-436.
    This study extends previous literature on the association between Confucianism and corporate decisions by examining Confucianism’s influence on board gender diversity. Using a sample of Chinese listed firms during the period of 2001–2011 and geographic-proximity-based Confucianism variables, I provide strong and consistent evidence to show that Confucianism is significantly negatively associated with board gender diversity, suggesting that the proportion of women directors in the boardroom is significantly lower for firms surrounded by strong Confucianism atmosphere than for (...)
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  19.  9
    Toward Gender Diversity on Corporate Boards: Evaluating Government Quotas Versus Shareholder Resolutions From the Perspective of Third Wave Feminism.John Dobson, Denise Hensley & Mahdi Rastad - 2018 - Philosophy of Management 17 (3):333-351.
    In recent years, the US and the EU have pursued markedly different agendas in the pursuit of board gender diversity. The EU has taken a more pro-active governmental approach of mandated quotas, whereas the US is relying largely on the endogenous mechanism of shareholder diversity proposals. Despite their obvious allure as a means of bringing about rapid change, evidence is mounting that board gender diversity quotas may yield various deleterious side effects; and quotas may not (...)
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  20.  23
    Financial Management Effectiveness and Board Gender Diversity in Member-Governed, Community Financial Institutions.Anne Marie Ward & John Forker - 2017 - Journal of Business Ethics 141 (2):351-366.
    Although non-profit organisations typically have high representation of females on their boards, relatively little is known about the effects of gender diversity in these organisations particularly in relation to financial management. In this archival study, resource dependency theory and agency analysis are combined to provide theoretical insight and empirical analysis of gender diversity on effective financial management in member-governed, community financial institutions. The investigation is possible due to the unique characteristics of the organisational form and region (...)
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  21.  21
    Knowledge Combination Capability and Innovation: The Effects of Gender Diversity on Top Management Teams in Technology-Based Firms.Jenny María Ruiz-Jiménez, María del Mar Fuentes-Fuentes & Matilde Ruiz-Arroyo - 2016 - Journal of Business Ethics 135 (3):503-515.
    Ethical debate exists on the effect of gender diversity of the top management teams on organizations. This study aims to contribute to this debate by analyzing the effects of gender diversity of TMTs on the relationship between knowledge combination capability and organizations’ innovative performance. We use a sample of 205 small- and medium-sized enterprises belonging to the sector of Spanish technology-based firms. Our results indicate that gender diversity positively moderates the relationship between knowledge combination (...)
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  22.  8
    Board Gender Diversity and Firm Performance: Evidence From India.Neeti Khetarpal Sanan - 2016 - Asian Journal of Business Ethics 5 (1-2):1-18.
    This study examines the impact of board gender diversity on financial performance of listed Indian firms in a dynamic modelling framework. Using a firm-year unit of analysis, a sample of 148 publicly listed firms across multiple industries have been studied over a period of five financial years namely FY 2008–2009 to FY 2012–2013. Employing panel data analysis, percentage of women directors is taken as the independent variable and firm performance measured by return on assets and Tobin’s Q as (...)
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  23.  19
    The Effects and the Mechanisms of Board Gender Diversity: Evidence From Financial Manipulation.Aida Sijamic Wahid - 2019 - Journal of Business Ethics 159 (3):705-725.
    This study examines the impact of board gender diversity on financial misconduct. The findings suggest firms with gender-diverse boards commit fewer financial reporting mistakes and engage in less fraud. The findings hold after accounting for the potentially endogenous nature of board demographic characteristics via instrumental variable approach. Furthermore, the findings are consistent in pre- and post-regulation periods and hold for firms with good and bad governance. The findings do not seem driven by differences in effort or quality, (...)
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  24.  19
    Gender Diversity in the Governance of Sport Associations: The Sydney Scoreboard Global Index of Participation.Johanna Adriaanse - 2016 - Journal of Business Ethics 137 (1):149-160.
    This paper examines gender diversity in sport governance globally. Theoretically, the study draws on gender dynamics in organisations, in particular on Kanter’s concepts of gender ratios and critical mass. An audit of the gender ratio on boards of National Sport Organisations was conducted in 45 countries. Data were collected through the Sydney Scoreboard, an interactive website that tracks women’s presence on sport boards internationally. Findings show that women remain under-represented on three key indicators: as board (...)
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  25.  6
    Is Board Gender Diversity Linked to Financial Performance? The Mediating Mechanism of CSR.Jeremy Galbreath - 2018 - Business and Society 57 (5):863-889.
    The evidence for a positive, direct link between the representation of women on boards of directors and financial performance is tenuous. Given the importance of the gender diversity–financial performance debate, researchers are left to examine how, if at all, the two are linked. The present study takes the position that the link is indirect. Specifically, following stakeholder theory, an argument is made that women on boards’ attunement to stakeholder interests leads them to influence firms’ prosocial actions, which results (...)
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  26. Human Rights, Women's Rights, Gender Mainstreaming, and Diversity: The Language Question.Yvanka B. Raynova - 2015 - In Community, Praxis, and Values in a Postmetaphysical Age: Studies on Exclusion and Social Integration in Feminist Theory and Contemporary Philosophy. Axia Academic Publishers. pp. 38-89.
    In the following study the author goes back to the beginnings of the Women's Rights movements in order to pose the question on gender equality by approaching it through the prism of language as a powerful tool in human rights battles. This permits her to show the deep interrelation between women's struggle for recognition and some particular women rights, like the "feminization" of professional titles and the implementation of a gender sensitive language. Hence she argues the thesis that (...)
     
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  27.  63
    John Rambo V Atticus Finch: Gender, Diversity and the Civility Movement.Amy Salyzyn - 2013 - Legal Ethics 16 (1):97-118.
    The need for increased civility has been a recurring theme in conversations about lawyer professionalism in the United States and Canada over the last several decades. In addition to having many advocates, however, the civility movement has also been subject to criticism. In large part, the critiques made to date have focused on the problems or risks created when civility rules or guidelines are enforced against lawyers. This article takes a different focus to provide a complementary, yet distinct critique. The (...)
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  28.  19
    Why Does Board Gender Diversity Matter and How Do We Get There? The Role of Shareholder Activism in Deinstitutionalizing Old Boys’ Networks.Elise Perrault - 2015 - Journal of Business Ethics 128 (1):149-165.
    This essay bridges together social network and institutional perspectives to examine how women on boards, by breaking up directors’ homophilous networks, contribute to board effectiveness. It proposes that through real and symbolic representations, women enhance perceptions of the board’s instrumental, relational, and moral legitimacy, leading to increased perceptions of the board’s trustworthiness which in turn fosters shareholders’ trust in the firm. Envisioning the gender diversification of boards as an event of institutional change, this article considers the critical role of (...)
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  29.  51
    Board Composition and Corporate Social Responsibility: The Role of Diversity, Gender, Strategy and Decision Making.Kathyayini Rao & Carol Tilt - 2016 - Journal of Business Ethics 138 (2):327-347.
    This paper aims to critically review the existing literature on the relationship between corporate governance, in particular board diversity, and both corporate social responsibility and corporate social responsibility reporting and to suggest some important avenues for future research in this field. Assuming that both CSR and CSRR are outcomes of boards’ decisions, this paper proposes that examining boards’ decision making processes with regard to CSR would provide more insight into the link between board diversity and CSR. Particularly, the (...)
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  30.  21
    Board Gender Diversity and Firm Performance: The Moderating Role of Firm Size.Haishan Li & Peng Chen - 2018 - Business Ethics: A European Review 27 (4):294-308.
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  31.  17
    Opening the Gender Diversity Black Box: Causality of Perceived Gender Equity and Locus of Control and Mediation of Work Engagement in Employee Well-Being.Radha R. Sharma & Neha P. Sharma - 2015 - Frontiers in Psychology 6.
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  32.  13
    Gender and Ethnic Diversity on Boards and Corporate Responsibility: The Case of the Arts Sector.Fara Azmat & Ruth Rentschler - 2017 - Journal of Business Ethics 141 (2):317-336.
    This study provides insights on sector-specific characteristics, challenges and issues that affect corporate responsibility in relation to ethnicity and gender on arts boards. Using stakeholder theory, the study explores how arts board composition sets the scene for dynamics that affect CR. Data analysis is based on interviews with 92 board members and stakeholders sitting on 66 arts boards in Australia. Results suggest that the dynamism of gender and ethnic diversity on arts boards makes them responsive to CR; (...)
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  33.  12
    Supporting Transvisibility and Gender Diversity in Nursing Practice and Education: Embracing Cultural Safety.Peter Kellett & Chantelle Fitton - 2017 - Nursing Inquiry 24 (1):e12146.
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  34.  4
    Corporate Social Responsibility and Cash Holdings: Does Board Gender Diversity Matter.Siwar Nasr, Nadia Lakhal & Itidel Ben Saad - 2020 - International Journal of Business Governance and Ethics 14 (4):1.
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  35.  17
    Gender Diversity on Corporate Boards: Does Critical Mass Matter to Investors.Etienne Redor - 2018 - International Journal of Business Governance and Ethics 13 (2):199.
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  36.  10
    Male Majority, Female Majority, or Gender Diversity in Organizations: How Do Proportions Affect Gender Stereotyping and Women Leaders’ Well-Being?Melanie C. Steffens, Maria Angels Viladot & Carolin Scheifele - 2019 - Frontiers in Psychology 10.
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  37.  26
    A Personal Epistemology: Towards Gender Diversity.Lyn Merryfeather - 2011 - Nursing Philosophy 12 (2):139-149.
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  38.  2
    The Corporate Board Glass Ceiling: The Role of Empowerment and Culture in Shaping Board Gender Diversity.Krista B. Lewellyn & Maureen I. Muller-Kahle - forthcoming - Journal of Business Ethics.
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  39.  10
    Gender Diversity on Boards of Directors and Remuneration Committees: The Influence on Listed Companies in Spain.Antonio L. García-Izquierdo, Carlos Fernández-Méndez & Rubén Arrondo-García - 2018 - Frontiers in Psychology 9.
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  40.  6
    ‘Love the Sinner, Not the Sin?’ Sexual and Gender Diversity in Faith Communities.Finn Reygan - 2016 - Hts Theological Studies 72 (1).
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  41.  16
    The Integration of Corporate Social Responsibility (CSR) Initiatives Into Business Activities: Can Lessons Be Learnt From Gender Diversity Programmes?Jette Steen Knudsen - 2013 - International Journal of Business Governance and Ethics 8 (3):210-223.
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  42.  14
    Today’s “Sexmission”: Bioethics and the Quest for Greater Understanding of Sexual and Gender Diversity.Leigh E. Rich & Michael A. Ashby - 2012 - Journal of Bioethical Inquiry 9 (3):229-233.
  43.  10
    Gender Diversity and Father-Daughter Relationships: Understanding the Role of Paternalistic Leadership in Family Firm Succession.Mariavittoria Cicellin, Donata Mussolino & Riccardo Viganò - 2015 - International Journal of Business Governance and Ethics 10 (1):97.
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  44.  5
    Gender Diversity Among Corporate Executives.Steven A. Frankfurter, Katherine L. Phelps & David A. Vollrath - 1995 - Proceedings of the International Association for Business and Society 6:741-748.
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  45.  3
    Presentations of Gender and Ethnicity in Diversity Statements on European Company Websites.Val Singh & Sébastien Point - 2006 - Journal of Business Ethics 68 (4):363-379.
    This paper investigates how specific notions of gender and ethnicity are integrated into diversity discourses presented on 241 top European company websites. Large European companies increasingly disclose equality and diversity policies in statements on websites. Such statements may be used to promote an ethical image of the company in terms of how well it manages diversity and guards against discrimination. In this paper, we argue that diversity statement discourses are important as they play a key (...)
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  46.  96
    Getting to the Bottom Line: An Exploration of Gender and Earnings Quality.Gopal V. Krishnan & Linda M. Parsons - 2008 - Journal of Business Ethics 78 (1-2):65-76.
    For stakeholders, such as investors and lenders, to appropriately assess a company's financial performance, the reported accounting earnings must closely reflect the economic reality of the organization's financial activity throughout the reporting period. The degree to which reported earnings capture economic reality is called earnings quality. Managers have an ethical obligation to report high quality earnings to interested stakeholders in a timely matter. Accounting research has identified conditions within an organization, such as management compensation contracts and pending litigation that can (...)
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  47.  75
    Implicit Bias and Gender (and Other Sorts of) Diversity in Philosophy and the Academy in the Context of the Corporatized University.Margaret A. Crouch - 2012 - Journal of Social Philosophy 43 (3):212-226.
  48.  15
    Neuromoral Diversity: Individual, Gender, and Cultural Differences in the Ethical Brain.Geoffrey S. Holtzman - 2017 - Frontiers in Human Neuroscience 11.
  49.  60
    The Future of Political Theory? A Review of Toward a Humanist Justice: The Political Philosophy of Susan Moller Okin. Edited by Debra Satz and Rob Reich and Women's Rights as Multicultural Claims: Reconfiguring Gender and Diversity in Political Philosophy. By Monica Mookherjee.Jennifer Warriner - 2011 - Hypatia 26 (4):864-871.
  50.  23
    Evolution's Rainbow: Diversity, Gender, and Sexuality in Nature and People. By Joan Roughgarden. Pp. 474. (University of California Press, Berkeley, 2004.) £18.95, ISBN 0-520-24073-1, Hardback. [REVIEW]Mhairi A. Gibson - 2005 - Journal of Biosocial Science 37 (2):255-256.
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