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Journal articles on the topic 'Gender diversity'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2025

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1

Frantz, Gilda. "Gender Diversity." Psychological Perspectives 60, no. 3 (2017): 271–73. http://dx.doi.org/10.1080/00332925.2017.1350797.

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Myerson, Merle. "Gender Diversity." Journal of the American College of Cardiology 84, no. 20 (2024): e281. http://dx.doi.org/10.1016/j.jacc.2024.07.051.

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3

Clifford, Theresa. "Gender Diversity." Journal of PeriAnesthesia Nursing 33, no. 2 (2018): 232–34. http://dx.doi.org/10.1016/j.jopan.2018.01.002.

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4

Broqua, Christophe, and Karine Geoffrion. "Gender Diversity." Anthropologie et Sociétés 47, no. 2 (2023): 15. http://dx.doi.org/10.7202/1108483ar.

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5

Colgan, Fiona, and Sue Ledwith. "Gender and diversity." Employee Relations 24, no. 2 (2002): 167–89. http://dx.doi.org/10.1108/01425450210420901.

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6

Rubin, Jennifer D., S. Atwood, and Kristina R. Olson. "Studying Gender Diversity." Trends in Cognitive Sciences 24, no. 3 (2020): 163–65. http://dx.doi.org/10.1016/j.tics.2019.12.011.

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7

Walter, Willi. "Gender . Diversity . Mediation." perspektive mediation 9, no. 2 (2012): 68–76. http://dx.doi.org/10.33196/pm201202006801.

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Walter, Willi. "Gender. Diversity. Mediation." perspektive mediation 9, no. 3 (2012): 169–74. http://dx.doi.org/10.33196/pm201203016901.

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9

Algrain, Isabelle. "Gender and diversity in archaeological contexts." Revista Arqueologia Pública 16, no. 1 (2021): 95–110. http://dx.doi.org/10.20396/rap.v16i1.8663897.

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If gender has been a part of post-processual archaeology for the last fifty years, some feminist and queer approaches have more recently started to be integrated into research by taking into account non-binary genders, gender fluidity and transidentities in archaeological contexts, particularly in the study of North American contexts where many societies are non-binary. Through a reflective and theoretical approach, this article considers the question of non-binary genders, gender fluidity and transidentities in ancient societies that are strictly binary and examines how archaeologists can int

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10

Nagano, Kenta, Hitoshi Iida, Yuma Ogushi, et al. "Gender Identity Disorders and Gender Diversity." Kyushu Neuropsychiatry 64, no. 3_4 (2018): 112–17. http://dx.doi.org/10.11642/kyushuneurop.64.3_4_112.

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11

Jacob, Dr Nina, Santhosh Ambikasadanam, Vivek Pratap Singh, Ranjika Gupta, and Prof Namrata Nanda. "Gender Diversity and Leadership: Breaking the Stereotype." International Journal of Psychosocial Rehabilitation 23, no. 3 (2019): 885–93. http://dx.doi.org/10.37200/ijpr/v23i3/pr190377.

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12

Li, Zheng. "How Racial Diversity and Gender Diversity in Job Positions Affect the Economy?" Contemporary Economics 17, no. 2 (2023): 109–27. http://dx.doi.org/10.5709/ce.1897-9254.502.

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Gender and racial discrimination at work have gradually gained more attention from the public in the recent years. With social movements such as #MeToo and #BlackLivesMatter, people start to reach the consensus that there should be more equality in society; more perspectives from different genders and different races are beneficial to society. This paper focuses on employment in the general workforce and studies how race and gender diversity in different job positions affect the economy. This paper explores to empirically explain why race and gender diversity in the workforce can have an impac

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13

Kostina, Tetiana. "GENDER DIMENSIONS OF THE MODERNITY: GENDER DIVERSITY." Scientific Notes of Ostroh Academy National University: Psychology Series 1 (January 30, 2020): 32–36. http://dx.doi.org/10.25264/2415-7384-2020-10-32-36.

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14

Thomas, Tony. "Gender Diversity and Innovation." Way Ahead 04, no. 03 (2008): 2. http://dx.doi.org/10.2118/0308-002-twa.

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15

Bargmann, Monika. "Schwerpunktthema „Gender & Diversity“." Mitteilungen der Vereinigung Österreichischer Bibliothekarinnen und Bibliothekare 69, no. 2 (2016): 185–87. http://dx.doi.org/10.31263/voebm.v69i2.1625.

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16

Izquierdo, Daniel, Nicole Huesman, Alexander Serebrenik, and Gregorio Robles. "OpenStack Gender Diversity Report." IEEE Software 36, no. 1 (2019): 28–33. http://dx.doi.org/10.1109/ms.2018.2874322.

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17

Flaskerud, Jacquelyn H., and Edward J. Halloran. "Gender Diversity in Nursing." Issues in Mental Health Nursing 39, no. 7 (2017): 613–15. http://dx.doi.org/10.1080/01612840.2017.1395499.

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18

Smeaton, Alan. "Gender diversity in SIGMM." ACM SIGMultimedia Records 10, no. 4 (2019): 1. http://dx.doi.org/10.1145/3310195.3310196.

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19

Barr, Valerie. "Gender diversity in computing." Communications of the ACM 60, no. 4 (2017): 5. http://dx.doi.org/10.1145/3056417.

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20

David, Miriam. "Diversity, Choice and Gender." Oxford Review of Education 23, no. 1 (1997): 77–87. http://dx.doi.org/10.1080/0305498970230107.

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21

Delaney-Lehman, Maureen J. "BCL3 and Gender Diversity." Collection Management 19, no. 1-2 (1994): 121–26. http://dx.doi.org/10.1300/j105v19n01_07.

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22

Merryfeather, Lyn, and Anne Bruce. "Autoethnography: Exploring Gender Diversity." Nursing Forum 51, no. 1 (2014): 13–20. http://dx.doi.org/10.1111/nuf.12087.

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23

Beijerinck, Herman C. W. "Gender diversity in STEM." Europhysics News 48, no. 2 (2017): 16. http://dx.doi.org/10.1051/epn/2017202.

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24

Mangin, Nicolas, and Shibashish Mukherjee. "What Drives Investors' Reaction to Board Gender Diversity Regulation: Gender Diversity Regulation?" Academy of Management Proceedings 2020, no. 1 (2020): 20501. http://dx.doi.org/10.5465/ambpp.2020.250.

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25

Mansour, Marwan, Mo’taz Al Zobi, Dheif Allah E’leimat, Sad Abu Alim, and Ahmad Marei. "Board gender diversity and bank performance in Jordan." Banks and Bank Systems 19, no. 1 (2024): 183–94. http://dx.doi.org/10.21511/bbs.19(1).2024.16.

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Board diversity is crucial for corporate governance and improves corporate outcomes by aligning management with stakeholders’ interests. Compared to advanced environments, Jordan’s decent sociocultural backdrop exhibits a higher level of gender bias. This study investigates the influence of board gender diversity (BGD) on Jordanian banking sector performance, an under-explored area. This quantitative paper employs Ordinary Least Squares (OLS), random, and fixed-effect approaches to analyze 182 bank-year observations for balanced longitudinal data analysis. These approaches correctly establish

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26

Lee, Hun Whee, and Jooyoung Kim. "When Employee Gender Diversity Benefits Firm Performance: The Importance of TMT Gender Diversity." Academy of Management Proceedings 2019, no. 1 (2019): 13900. http://dx.doi.org/10.5465/ambpp.2019.13900abstract.

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27

Luanglath, Nalongded, Muhammad Ali, and Kavoos Mohannak. "Top management team gender diversity and productivity: the role of board gender diversity." Equality, Diversity and Inclusion: An International Journal 38, no. 1 (2019): 71–86. http://dx.doi.org/10.1108/edi-04-2018-0067.

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Purpose Based on the significance of context, the purpose of this paper is to investigate a positive top management team (TMT) gender diversity–productivity relationship derived from the upper echelons theory, and a moderating effect of board gender diversity on the TMT gender diversity–productivity relationship derived from the relational framework. Design/methodology/approach The hypotheses were tested in 172 organisations listed on the Australian Securities Exchange. This research uses archival data from multiple secondary sources, with a one-year time lag between the predictor and outcome.

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28

Nyhagen, Line. "Gender Equality, Intersectionality, and Gender Diversity in Europe." NORA - Nordic Journal of Feminist and Gender Research 24, no. 4 (2016): 288–91. http://dx.doi.org/10.1080/08038740.2016.1276474.

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29

G. Cristales, Asher, Ismael A. Haguisan III, and Geff B. Sagala. "Gender equality and workplace diversity in a school division office." Jurnal Inovasi Ekonomi 8, no. 01 (2022): 11–20. http://dx.doi.org/10.22219/jiko.v8i01.21074.

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Gender equality promotes equal rights, responsibilities, and opportunities for all genders. Nowadays, organizations are adopting a globally competitive environment with programs that promote diversity, inclusion, and non-discrimination policies. This study aimed to determine the extent of the practice of gender equality and workplace diversity in a School Division Office. The respondents were 110 non-teaching employees who completed a research questionnaire. This study utilized a descriptive comparative-correlational research design. The results indicated a high extent of practice for gender e

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30

Frankfurter, Steven A., Katherine L. Phelps, and David A. Vollrath. "Gender Diversity Among Corporate Executives." Proceedings of the International Association for Business and Society 6 (1995): 741–48. http://dx.doi.org/10.5840/iabsproc1995666.

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31

James, Julie. "FICTION, EMPATHY, AND GENDER DIVERSITY." International Journal of Child, Youth and Family Studies 11, no. 3 (2020): 126–45. http://dx.doi.org/10.18357/ijcyfs113202019707.

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To better understand how using a novel in a child and youth care classroom impacts empathy in relation to gender diversity, a qualitative study was constructed. Data were gathered using an online questionnaire administered to child and youth care practitioner students. These students had engaged with the novel Scarborough (Hernandez, C. [2017]. Scarborough: A novel. Arsenal Pulp) in a course about foundational therapeutic knowledge. The study sought to identify: (a) what perceptions and emotions were evoked by engaging with the narrative of a young person exploring gender; (b) what, if any, as

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32

Ali, Ali. "KINERJA PEMASARAN BERBASIS GENDER DIVERSITY." JURNAL STIE SEMARANG 11, no. 02 (2019): 113–27. http://dx.doi.org/10.33747/stiesmg.v11i02.370.

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Marketing performance has a very important role in UKM Furniture in Jepara Regency. The purpose of this study is to analyze marketing performance based on gender diversity. The implication for managerial and policy as a basis for solving marketing performance problems is based on gender diversity. Methodology: product innovation, marketing innovation, competitive advantage and network access will play an important role to measure marketing performance based on gender diversity. Based on empirical studies gender diversity has an important role in company policy, especially related to marketing

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33

Purnomo, Paskah Ika Nugroho, Eli Agustina, and Satya Wacana Christian University. "Gender Diversity and Company Performance." European Journal of Multidisciplinary Studies 5, no. 1 (2017): 480. http://dx.doi.org/10.26417/ejms.v5i1.p480-480.

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The objective of this study is to find the empirical evidence of the influence of gender diversity on the company performance, which will be measured with financial performance using ROA and market performance using Tobins’ Q. This study used sample of 64 listed companies on Indonesia Stock Exchange (BEI) year 2015. Sample in this study is selected using purposive sampling method. While multiple regression analysis is used to test the four hypotheses developed in this research. The result of this study shows that board of commissioner’s gender and board of director’s gender does not influence

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34

Mangelsdorf, Marion, Michael Pregernig, and Verena Kuni. "(Bio-)Diversity, Gender, and Intersectionality." Freiburger Zeitschrift für GeschlechterStudien 22, no. 2 (2016): 5–15. http://dx.doi.org/10.3224/fzg.v22i2.27054.

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35

Bowman, John. "Gender Diversity in Investment Management." CFA Institute Magazine 27, no. 4 (2016): 12. http://dx.doi.org/10.2469/cfm.v27.n4.3.

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36

Mateos De Cabo, Ruth, Ricardo Gimeno, Pilar Grau, and Patricia Gabaldon. "The Gender Diversity Imitation Game." Academy of Management Proceedings 2020, no. 1 (2020): 18926. http://dx.doi.org/10.5465/ambpp.2020.18926abstract.

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37

Wieczorek-Szymańska, Anna, and Wojciech Leoński. "Gender Diversity in Polish Enterprises." Tyumen State University Herald. Social, Economic, and Law Research 4, no. 1 (2018): 186–200. http://dx.doi.org/10.21684/2411-7897-2018-4-1-186-200.

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38

del Rio, Marta, Juan Infante, and Luis A. Gil-Alana. "Gender Diversity Index. Measuring persistence." Research in International Business and Finance 58 (December 2021): 101474. http://dx.doi.org/10.1016/j.ribaf.2021.101474.

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39

Hamrick, Florence A., and L. Wayne Carlisle. "Gender Diversity in Student Affairs." NASPA Journal 27, no. 4 (1990): 306–11. http://dx.doi.org/10.1080/00220973.1990.11072172.

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40

Setiany, Erna, and Seleman Hardi Yahawi. "Gender Diversity And Earnings Management." International Journal of Economics and Management Studies 9, no. 1 (2022): 30–34. http://dx.doi.org/10.14445/23939125/ijems-v9i1p105.

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41

Röschert, Birgit, and Cornelia Tanzer. "Gender Diversity ist kein Selbstläufer." Innovative Verwaltung 43, no. 11 (2021): 19–21. http://dx.doi.org/10.1007/s35114-021-0717-6.

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42

Cumming, Douglas, T. Y. Leung, and Oliver Rui. "Gender Diversity and Securities Fraud." Academy of Management Journal 58, no. 5 (2015): 1572–93. http://dx.doi.org/10.5465/amj.2013.0750.

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43

Ghosh, Rajashi. "Gender and Diversity in India." Advances in Developing Human Resources 18, no. 1 (2015): 3–10. http://dx.doi.org/10.1177/1523422315614929.

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The Problem Diversity and gender are contested topics in India. Although diversity means many things to many people, the meanings associated with diversity and the approaches to diversity management in India influence and are influenced by power structures and sociocultural values. Similarly, the intersection of gender with other diversity factors, such as caste, religion, or age, makes gender inequality a complex challenge in India. In the wake of globalization and changing nature of work, human resource development (HRD) professionals are faced with an ambitious task of unraveling these comp

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44

Winslow, Donna. "Gender Mainstreaming: Lessons for Diversity." Commonwealth & Comparative Politics 47, no. 4 (2009): 539–58. http://dx.doi.org/10.1080/14662040903381453.

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45

Kuprina, Tamara Vladimirovna. "INTERNATIONAL MIGRATION FLOWS: GENDER DIVERSITY." Sovremennye issledovaniya sotsialnykh problem, no. 8 (February 6, 2015): 120. http://dx.doi.org/10.12731/2218-7405-2014-8-12.

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46

Rigg, Clare, and John Sparrow. "Gender, Diversity and Working Styles." Women in Management Review 9, no. 1 (1994): 9–16. http://dx.doi.org/10.1108/09649429410050971.

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47

Novian Apriansyah, Sherla Aprilia Kusumajaya, Ahmad Dhani, and Shintia Permata sari. "Gender Diversity dan Kinerja Keuangan." Journal of Student Research 3, no. 1 (2024): 120–35. https://doi.org/10.55606/jsr.v3i1.3537.

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This study aims to synthesize the results of previous research on gender diversity and financial performance through Systematic Literature Review (SLR). This research using SLR presents quantitative data to determine the development of gender diversity issues. There are several parameters used, namely journal sources, variable mapping and theory as well as fields of science, research approaches and companies. The results of this study show that there are 30 articles originating from accredited national and national journals during the period 2020-2024. The topic of financial performance associ

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48

Prey, Jane Chu, and Alfred C. Weaver. "Fostering Gender Diversity in Computing." Computer 46, no. 3 (2013): 22–23. http://dx.doi.org/10.1109/mc.2013.97.

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49

Strobl, Sascha, Dasaratha V. Rama, and Suchismita Mishra. "Gender Diversity in Compensation Committees." Journal of Accounting, Auditing & Finance 31, no. 4 (2016): 415–27. http://dx.doi.org/10.1177/0148558x16655704.

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50

Amini, Makan, Mathias Ekström, Tore Ellingsen, Magnus Johannesson, and Fredrik Strömsten. "Does Gender Diversity Promote Nonconformity?" Management Science 63, no. 4 (2017): 1085–96. http://dx.doi.org/10.1287/mnsc.2015.2382.

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