Academic literature on the topic 'Female leaders leadership –supervisory boards'

Introduction: Leadership positions occupied by women within academic emergency medicine have remained stagnant despite increasing numbers of women with faculty appointments. We distributed a multi-institutional survey to women faculty and residents to evaluate categorical characteristics contributing to success and differences between the two groups. Methods: An institutional review board-approved electronic survey was distributed to women faculty and residents at eight institutions and were completed anonymously. We created survey questions to assess multiple categories: determination; resiliency; career support and obstacles; career aspiration; and gender discrimination. Most questions used a Likert five-point scale. Responses for each question and category were averaged and deemed significant if the average was greater than or equal to 4 in the affirmative, or less than or equal to 2 in the negative. We calculated proportions for binary questions. Results: The overall response rate was 55.23% (95/172). The faculty response rate was 54.1% (59/109) and residents’ response rate was 57.1% (36/63). Significant levels of resiliency were reported, with a mean score of 4.02. Childbearing and rearing were not significant barriers overall but were more commonly reported as barriers for faculty over residents (P <0.001). Obstacles reported included a lack of confidence during work-related negotiations and insufficient research experience. Notably, 68.4% (65/95) of respondents experienced gender discrimination and 9.5% (9/95) reported at least one encounter of sexual assault by a colleague or supervisor during their career. Conclusion: Targeted interventions to promote female leadership in academic emergency medicine include coaching on negotiation skills, improved resources and mentorship to support research, and enforcement of safe work environments. Female emergency physician resiliency is high and not a barrier to career advancement.

Since the 1990s, a growing body of research has sought to quantify the relationship between women’s representation in leadership positions and organizational financial performance. Commonly known as the “business case” for women’s leadership, the idea is that having more women leaders is good for business. Through meta-analysis ( k = 78, n = 117,639 organizations) of the direct effects of women’s representation in leadership (as CEOs, on top management teams, and on boards of directors) on financial performance, and tests that proxy theoretical arguments for moderated relationships, we call attention to equivocal findings. Our results suggest women’s leadership may affect firm performance in general and sales performance in particular. And women’s leadership—overall and, specifically, the presence of a female CEO—is more likely to positively relate to firms’ financial performance in more gender egalitarian cultures. Yet taking our findings as a whole, we argue that commonly used methods of testing the business case for women leaders may limit our ability as scholars to understand the value that women bring to leadership positions. We do not advocate that the business case be abandoned altogether but, rather, improved and refined. We name exemplary research studies to show how different perspectives on gender, alternative conceptualizations of value, and the specification of underlying mechanisms linking leadership to performance can generate changes in both the dominant ontology and the epistemology underlying this body of research.

Gender diversity in corporate governance is a highly debated issue worldwide. National campaigns such as “2020 Women on Boards” in the United States and “Women on the Board Pledge for Europe” are examples of just two initiatives aimed at increasing female representation in the corporate boardroom. Several European countries have adopted board quotas as a means toward achieving gender diversity. Japan has passed an Act on Promotion of Women’s Participation and Advancement in the Workplace to lay a foundation for establishing targets for promoting women. This Article examines the status of women in positions of leadership in the United States, several major countries in the European Union, and Japan. We focus on the legal backdrop in each jurisdiction regarding gender discrimination and studies tending to demonstrate the economic benefits of gender diversity. We conclude that although important steps have been taken in the direction of narrowing the gender gap in all jurisdictions examined, progress has been slow and difficult across the board. The issue of too few women at the top will not be resolved until there is a wider acceptance that female leaders can benefit their organizations and contribute to social and economic progress. Moreover, the presence of women on corporate boards is valuable in and of itself and the status quo ought to be further challenged in international business.

This study aimed to discover the status of implementing the professional development programs for female school leaders in secondary public schools in Jeddah from the perspectives of school leadership supervisors as well as the means of improving these programs in light of 2030 Vision. The study adopted the mixed method research design and utilized the questionnaire as a tool to collect data from a sample of (22) school leaders’ supervisors. Findings revealed that secondary school leaders in Jeddah do apply professional development programs in relation to making decision and strategic planning domains in light of 2030 Vision at a moderate level. Also, findings revealed that the effectiveness of professional development programs for educational leaders at schools is manifested in these programs being participatory, have clear and systematic goals, continuous, enriching and sustainable. The study concluded with a recommendation to provide workshops and training programs to support the school leaders, and to encourage and motivate school leaders to continue to follow up on strategic planning practices on monthly and annual basis.

Purpose The purpose of this paper is to investigate the extent and trend of corporate social responsibility (CSR) reporting in commercial banks in Poland and examine the link between corporate governance characteristics, namely size of the bank, ownership, boards size, board diversity and CSR disclosures in the banks. Design/methodology/approach The annual reports and CSR reports of the banks were examined between 2008 and 2015 using content analysis and panel data analysis. Findings The results indicate that banks improved their CSR reporting practices during examined period. There are statistically significant differences in the level of CSR disclosures between banks with a different ownership structure. Both foreign majority shareholder group as well as state majority shareholder group have a positive influence on CSR as compared with Polish majority shareholder (PMS) group (excluding State). Moreover, being listed on stock exchange has a positive influence on CSR as compared with not being listed. Further, the results also revealed that there is a significant positive effect of almost all variables related to the management board, namely, size, female board leadership and foreign board members on CSR disclosure, whereas all supervisory board variables and all considered ownership variables have no statistically significant impact on CSR disclosure. Originality/value This research contributes to the existing literature because the banking sector is often excluded from CSR studies due to its specific legal regulations and seemingly little environmental impact. Moreover, there are only few studies analysing the effect of boards characteristics on the banks CSR disclosure, especially in emerging countries. This study is also the first of this kind focusing on the two-tier system. Furthermore, the study provides the instrument to measure CSR in the banking industry. Finally, the research stresses the crucial implications for banking sector, shareholders and regulatory bodies.


 La brecha de género sobre la participación femenina en puestos de toma de decisiones está evidenciada en las organizaciones deportivas. Las juntas directivas de las Federaciones Deportivas chilenas no están ajenas a esta situación. Por ello, esta investigación tuvo como objetivo determinar barreras, facilitadores y estrategias que influyen en la participación y desarrollo de las mujeres en cargos directivos en las Federaciones Deportivas de Chile. El método fue de tipo cualitativo con enfoque descriptivo y, la técnica fue la entrevista personal mediante aplicación de un guion semi-estructurado de preguntas. Durante octubre y noviembre de 2020 se desarrollaron entrevistas virtuales a mujeres que formaban parte de juntas directivas de federaciones deportivas. El análisis se realizó mediante categorías de análisis y codificaciones empleando el software Atlas. Ti. Las barreras identificadas se asocian a situaciones familiares tales como el cuidado de miembros de la familia. También se reconoce la existencia de prejuicios asociados a estereotipos de género en las funciones que se desempeñan; subestimación de las opiniones femeninas y desarrollo de los cargos en ambientes masculinizados que invisibilizan a las mujeres. Como agentes facilitadores se identifica el soporte familiar; el tener una profesión, experiencia laboral y capacitación en gestión deportiva, junto con algunos aspectos de la personalidad de las dirigentes. Como estrategias se releva la necesidad de un cambio cultural al interior de las federaciones en torno a la participación femenina, implementar cuotas de participación por género y desarrollar programas de capacitación en liderazgo para las mujeres. 
 Abstract. The gender gap in female participation in decision-making positions is evident in sports organizations. The boards of directors of Chilean sports federations are no strangers to this situation. Therefore, the objective of this research was to determine barriers, facilitators and strategies that influence the participation and development of women in managerial positions in Chilean Sports Federations. The method was qualitative with a descriptive approach and the technique was the personal interview through the application of a semi-structured script of questions. During October and November 2020, virtual interviews were conducted with women who were members of the boards of directors of sports federations. The analysis was carried out through categories of analysis and coding using Atlas. Ti. The barriers identified are associated with family situations such as caring for family members. The existence of prejudices associated with gender stereotypes in the functions performed, underestimation of women's opinions and the development of positions in masculinized environments that make women invisible are also recognized. Family support is identified as facilitating agents, having a profession, work experience and training in sports management, together with some aspects of the leaders' personalities. As strategies, the need for a cultural change within the federations regarding women's participation, the implementation of participation quotas by gender and the development of leadership training programs for women were identified.

BackgroundWomen comprise over three-quarters of the National Health Service workforce, yet remain underrepresented in senior medical grades, on managerial boards and in senior leadership roles. This is attributed to a wide range of internalised, interpersonal and structural factors.ObjectiveTo explore the experiences of aspiring clinical leaders working with senior female leader colleagues and the perceived impact of these interactions on professional development and future aspirations.MethodsHealthcare professionals, self-identifying as female aspiring clinical leaders, were recruited via email and social media to participate in a focus group or semistructured interview. Interviews were recorded and reviewed and the key enablers, barriers and actions to facilitate opportunities for female clinical leaders in the workplace identified.ResultsParticipants (n=11) had varied experiences of working with senior female colleagues. Reported barriers from existing leaders included ‘Queen Bee’ phenomenon and reticence to talk about barriers faced. Enablers included ‘nudging’ towards opportunities and women leaders sharing challenges they had faced and overcome.ConclusionSupporting women to achieve their leadership potential requires individualised support, role modelling and mentorship, and organisational change to tackle workplace biases and microaggressions. These are crucial to ensuring gender balance across leadership in health and social care.

Due to major work disruptions caused by the coronavirus (COVID-19) pandemic, supervisors in organizations are facing leadership challenges as they attempt to manage “work from home” arrangements, the health and safety of essential workers, and workforce reductions. Accordingly, the present research seeks to understand what types of leadership employees think is most important for supervisors to exhibit when managing these crisis-related contexts and, in light of assertions that women may be better leaders during times of crisis, examines gender differences in how male and female supervisors act and how subordinates perceive and evaluate them in real (Study 1) and hypothetical (Study 2) settings. Results indicate that communal leader behaviors were more important to employees in all three crisis contexts. In Study 1, communality was a stronger predictor than agency of supervisor likability and competence. In Study 2, communality was also more positively related to likability, but agency and communality were equally predictive of competence ratings. Ratings of real supervisors suggest that women were not more communal than men when managing these crises, nor did perceptions of leader behavior differ by supervisor gender in a controlled experiment. However, evaluations of women's competence were more directly related to their display of communal behaviors than were evaluations of male supervisors. This research is helpful practically in understanding effective supervisory leadership during the COVID-19 crisis and contributes to the literature on gender and leadership in crisis contexts by attempting to disentangle gender differences in leader behaviors, perceptions, and evaluations.

PurposeThe author provides an insider view of women directors' selections on corporate boards from the empirical setting of India and find if the recruitment practices in this space discriminate against women.Design/methodology/approachThe study collected data from a diverse cohort of 27 directors through semi-structured interviews. The data were analysed by applying an interpretative inductive approach and using the software NVivo's 12-plus version.FindingsThe author’s findings show that board recruiters present different selection criteria and processes to women candidates depending upon heterogeneity among candidates' professional standing. Recruiters view women directors as a diverse cohort and value resourceful and experienced women when making recruitment decisions; these women directors are also found influencing directors' selection processes.Originality/valueThe results question the underlying assumptions of prejudice against women as posited by the feminist and social identity theorists without accounting for the heterogeneity among women and situations. By proposing the female-gender stereotyping deactivation theory in top leadership matters, such as board selections, the author argues that stereotyping becomes irrelevant in the strategic decisions of board selections. This new theorisation about women's access to leadership roles will help the cause of women empowerment both at a cognitive and practical level. Future researchers can test the gender deactivation theory among women leaders in diverse cultural contexts by looking at the intra-cohort differences among women leaders.