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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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(2021): Das deutsche Diversitäts-Dilemma. German Diversity Monitor 2021. (German Diversity Monitor 2), Düsseldorf, 17 S.

Abstract

"Mit dem German Diversity Monitor 2021 erfolgt nach 2020 zum zweiten Mal eine Bestandsaufnahme der Diversität in den Vorständen bzw. in den Geschäftsführungen führender deutscher Unternehmen sowie des inklusiven Arbeitsumfelds in deutschen Unternehmen. Dadurch sollen Fortschritte und Veränderungen identifiziert und die Wirkung der Diversitätsinitiative BeyondGenderAgenda messbar gemacht werden." (Autorenreferat, IAB-Doku)

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Azmat, Ghazala & Anne Boring (2020): Gender Diversity in Firms. (IZA policy paper 168), Bonn, 34 S.

Abstract

"This paper explores the recent efforts by the corporate world and public policy to increase the number of women in leadership positions in the workplace. We review and empirically evaluate the "business case" for gender equality, showing some evidence in favour of it. Despite the evidence and growing support, progress towards more diversity in leadership positions has been slow. We study the importance of supply-side constraints, as well as the main diversity policies (gender quotas, mentoring and network programs, diversity training to change firm culture, and family friendly policies) that have been implemented. We focus on the effectiveness of these policies, their shortcomings, as well as potential future steps that could help guide policy." (Author's abstract, IAB-Doku) ((en))

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Azmat, Ghazala & Anne Boring (2020): Gender Diversity in Firms. In: Oxford Review of Economic Policy, Jg. 36, H. 4, S. 760-782. DOI:10.1093/oxrep/graa043

Abstract

"This paper explores the recent efforts by the corporate world and public policy to increase the number of women in leadership positions in the workplace. We review and empirically evaluate the 'business case' for gender equality, showing some evidence in favour of it. Despite the evidence and growing support, progress towards more diversity in leadership positions has been slow. We study the importance of supply-side constraints, as well as the main diversity policies (gender quotas, mentoring and network programmes, diversity training to change firm culture, and family friendly policies) that have been implemented. We focus on the effectiveness of these policies, their shortcomings, as well as potential future steps that could help guide policy." (Author's abstract, IAB-Doku) ((en))

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Backman, Mikaela & Janet E. Kohlhase (2020): Labor force diversity and firm survival. In: Journal of regional science, Jg. 60, H. 5, S. 903-928. DOI:10.1111/jors.12488

Abstract

"We analyze the influence that the diversity of individuals, both within a firm and in the region where the firm is located, has on firm survival. We estimate a hazard model using microdata for Swedish firms for the years 2002-2013. Results show that firm-specific diversity in education, age, and gender are positively associated with firm survival. However, firm-specific diversity by place of origin is negatively associated with firm survival. Yet the cultural diversity among the inhabitants in the region where the firm is located enhances firm survival. Magnitudes of the effects vary by region and industrial sector." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Bächmann, Ann-Christin, Corinna Frodermann, Daniela Grunow, Marina Hagen & Dana Müller (2020): Family-friendly organizational arrangements - anything but "a fuss" (over nothing)! In: IAB-Forum H. 20-02-2020, o. Sz., 2020-02-17.

Abstract

"In Germany, more and more companies are offering measures to improve the reconciliation of family and work. This carries benefits for companies and employees alike, because family-friendly measures help women to return to their previous employer faster and more frequently." (Author's abstract, IAB-Doku) ((en))

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Comi, Simona, Mara Grasseni, Federica Origo & Laura Pagani (2020): Where women make a difference: Gender quotas and firms' performance in three European countries. In: ILR review, Jg. 73, H. 3, S. 768-793. DOI:10.1177/0019793919846450

Abstract

"The authors study the effect of corporate board gender quotas on firm performance in France, Italy, and Spain. The identification strategy exploits the exogenous variation in mandated gender quotas within country and over time and uses a counterfactual methodology. Using firm-level accounting data and a difference-in-difference estimator, the authors find that gender quotas had either a negative or an insignificant effect on firm performance in the countries considered with the exception of Italy, where they find a positive impact on productivity. The authors then focus on Italy. Using a novel data set containing detailed information on board members' characteristics, they offer possible explanations for the positive effect of gender quotas. The results provide an important contribution to the policy debate about the optimal design of legislation on corporate gender quotas." (Author's abstract, IAB-Doku) ((en))

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Dixon-Fyle, Sundiatu, Vivian Hunt, Kevin Dolan & Sara Prince (2020): Diversity wins: How inclusion matters. New York, NY, 52 S.

Abstract

"The business case for inclusion and diversity (I&D) is stronger than ever. For diverse companies, the likelihood of outperforming industry peers on profitability has increased over time, while the penalties are getting steeper for those lacking diversity. Progress on representation has been slow, yet a few firms are making real strides. A close look at these diversity winners shows that a systematic, business-led approach and bold, concerted action on inclusion are needed to make progress." (Author's abstract, IAB-Doku) ((en))

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Kuzmina, Olga & Valentina Melentyeva (2020): Gender diversity in corporate boards: Evidence from quota-implied discontinuities. (CEPR discussion paper 14942), London, 54 S.

Abstract

"We use data across European corporate boards to investigate the effects of quota-induced female representation, under minimal possible identification assumptions. We find that having more women in board causally increases Tobin's Q, despite some negative effects on operating performance and more likely employment downsizings. We interpret this evidence as firms scaling down inefficient operations. Our results highlight that gender quotas are not necessarily a costly way of promoting equality." (Author's abstract, IAB-Doku) ((en))

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Nguyen, Pascal (2020): Board gender diversity and cost of equity. In: Applied Economics Letters, Jg. 27, H. 18, S. 1522-1526. DOI:10.1080/13504851.2019.1693693

Abstract

"Evidence that women directors provide more effective monitoring suggests that greater board gender diversity is associated with lower cost of equity because of greater confidence in the firm's governance. We test this hypothesis using a sample of French firms over the period 2006-2017. The results show that cost of equity is significantly lower when firms have a higher proportion of women directors. It thus appears that mandatory quotas have allowed women directors to reach the critical mass needed to have significant impact." (Author's abstract, IAB-Doku) ((en))

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Reineke, Kristina, Holger Steinmetz, Rodrigo Isidor & Rüdiger Kabst (2020): Women on Top Management Teams and Firm Performance in German Medium-Sized Enterprises: The Moderating Role of Recruiting Source. (Working paper / Universität Paderborn, Fakultät für Wirtschaftswissenschaften 60), Paderborn, 32 S.

Abstract

"Despite substantial research, evidence regarding the relationship between the proportion of women on top management teams (TMTs) and firm performance is still inconclusive. Building on upper echelons theory, this paper expands the discussion of potential moderating effects in this regard by applying a complementary perspective to the commonly studied organization-oriented factors. Applying a person-oriented perspective to the composition of TMTs, this study argues that the recruiting source of TMT members - whether members were recruited from the owner's family, from the internal job market or the external job market - leads to differences in the job-relevant characteristics of TMT members. Consequently, the recruiting source should moderate the relationship between TMT gender composition and performance. Our analysis of 1025 German medium-sized enterprises (MEs) shows that there is no main effect of the proportion of women on firm performance. However, recruiting from the owner's family and the internal labor market have a significant negative moderating influence on the relationship between the proportion of women on TMTs and firm performance. Conversely, hiring externally exerts a significant positive effect." (Author's abstract, IAB-Doku) ((en))

Zitatform

Beltran, Arlette (2019): Female leadership and firm performance. In: Prague economic papers, Jg. 28, H. 3, S. 363-377. DOI:10.18267/j.pep.695

Abstract

"This study explores whether companies┐ experience benefits when the firm's CEO and owner are both women. It employs data from the 2009 - 2014 World Bank Enterprise Surveys (WBES) to measure firms' performance through growth in sales and productivity. Potential endogeneity was corrected by using the UN Gender Development Index and the average fertility rate as they comply with the exclusion restrictions. The paper uses the Control Function method with a Probit first stage estimation and an OLS main equation. The findings suggest that a female owner strengthens the female CEO's business skills and leads to better firm performance than when the CEO is a woman and the owner is a man." (Author's abstract, IAB-Doku) ((en))

Zitatform

Dai, Ye, Gukdo Byun & Fangsheng Ding (2019): The direct and indirect impact of gender diversity in new venture teams on innovation performance. In: Entrepreneurship, theory and practice, Jg. 43, H. 3, S. 505-528. DOI:10.1177/1042258718807696

Abstract

"Women's interest and participation in entrepreneurship is growing. The limited and inconclusive findings on such growth have made it difficult to characterize its influence on new venture innovation performance. In addressing this issue, our study found a positive relationship between the gender diversity scores of new venture teams - reflecting the increased presence of women - and the innovation performance of new ventures. It also found the positive influence of gender diversity on (a) the relationship between the functional diversity of a venture team and its innovation performance and (b) the relationship between female employee presence and innovation performance." (Author's abstract, IAB-Doku) ((en))

Zitatform

Dennissen, Marjolein, Yvonne Benschop & Marieke van den Brink (2019): Diversity networks: Networking for equality? In: British journal of management, Jg. 30, H. 4, S. 966-980. DOI:10.1111/1467-8551.12321

Abstract

"In recent years, the use of diversity networks as diversity management instruments in organizations has increased tremendously. Diversity networks support the needs of employees with different social identities, such as women, ethnic minorities, LGBTs, disabled and young people. The aim of this study is to come to a better understanding of how diversity networks contribute to equality by examining how diversity network leaders discursively construct the value of their networks against the backdrop of discourses on diversity and equality. We conducted a multiple case study of five different diversity networks in a financial service organization in the Netherlands. Our results show that network leaders tend to construct the value of their networks primarily in terms of individual career development and community building, to prevent their members' isolation. However, they are much less articulate about removing the barriers to inclusion in the organization as a core value of their networks. We conclude that the value of diversity networks is limited when these networks only address the individual and group levels of equality and leave systemic inequalities at the organizational level unchallenged." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hammermann, Andrea, Jörg Schmidt & Oliver Stettes (2019): Unternehmensmonitor Familienfreundlichkeit 2019. (Unternehmensmonitor Familienfreundlichkeit 06), Berlin, 33 S.

Abstract

"Der 'Unternehmensmonitor Familienfreundlichkeit 2019' wurde zum sechsten Mal seit 2003 gefördert durch das Bundesfamilienministerium vom Institut der deutschen Wirtschaft Köln (IW Köln) vorgelegt. Der Unternehmensmonitor besteht seit der Erhebung 2015 aus einer repräsentativen Unternehmensbefragung und einer repräsentativen Beschäftigtenbefragung. Er gibt Auskunft zum Stand der Familienfreundlichkeit in deutschen Unternehmen." (Autorenreferat, IAB-Doku)

Zitatform

Hammermann, Andrea, Matthias Niendorf & Jörg Schmidt (2019): Age diversity and innovation: Do mixed teams of old and experienced and young and restless employees foster companies innovativeness? (IAB-Discussion Paper 04/2019), Nürnberg, 31 S.

Abstract

"Die Erwerbsbevölkerung in Deutschland altert rasant, gleichzeitig nimmt aber auch die Altersheterogenität in den Belegschaften zu. In der Literatur finden sich sowohl Hinweise auf einen positiven wie auch einen negativen Einfluss der Altersheterogenität auf den Teamerfolg. Die vorliegende Studie untersucht, inwieweit die Altersheterogenität die Wahrscheinlichkeit eines Betriebs beeinflusst, Produkt- oder Verfahrensinnovationen hervorzubringen. Auf Basis von Linked Employer-Employee-Daten des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) der Jahre 2009 bis 2013 werden verschiedene Indikatoren zur Messung der Altersheterogenität in der Belegschaft verwendet (Varietät, Separation, Disparität). Im Ergebnis findet sich ein negativer Effekt des Durchschnittsalters auf die Innovationsfähigkeit, allerdings erhöhen die Standardabweichung des Alters und die durchschnittliche Alterslücke die Wahrscheinlichkeit eines Betriebs, Innovationen hervorzubringen. Eine Gleichverteilung der Altersstruktur zeigt hingegen keinen Zusammenhang zur betrieblichen Innovationsfähigkeit. Die unterschiedlichen Ergebnisse zur Heterogenität des Alters und der Betriebszugehörigkeitsdauer weisen zudem auf eine höhere Bedeutung des allgemeinen Humankapitals für kreative Prozesse hin - im Vergleich zum Humankapital, welches betriebsspezifisch erworben wird." (Autorenreferat, IAB-Doku)

Zitatform

Hirsch, Boris, Elke Jahn & Thomas Zwick (2019): Birds, birds, birds: Co-worker similarity, workplace diversity, and voluntary turnover. (IZA discussion paper 12333), Bonn, 34 S.

Abstract

"We investigate how the demographic composition of the workforce along the sex, nationality, education, age, and tenure dimension affects voluntary turnover. Fitting duration models for workers' job-to-job moves that control for workplace fixed effects in a representative sample of large manufacturing plants in Germany during 1975-2016, we find that larger co-worker similarity in all five dimensions substantially depresses voluntary turnover whereas workplace diversity is of limited importance. In line with conventional wisdom, which has that birds of one feather flock together, our results suggest that workers prefer having co-workers of their kind and place less value on diverse workplaces." (Author's abstract, IAB-Doku) ((en))

Zitatform

Joecks, Jasmin, Kerstin Pull & Katrin Scharfenkamp (2019): Perceived roles of women directors on supervisory boards. Insights from a qualitative study. In: German journal of human resource management, Jg. 33, H. 1, S. 5-31. DOI:10.1177/2397002218783925

Abstract

"The (under-)representation of women on corporate boards is much debated among the public as well as in academia. In our exploratory article, we contribute to the literature by investigating women directors' perceived roles by interviewing female as well as male board members and by employing the critical incident technique to address potential problems of social acceptancy. In the perception of board members, women directors fulfil three roles: they widen the boards' perspectives and thus act as (unique) experts, they objectify discussions and they act as mediators." (Author's abstract, IAB-Doku) ((en))

Zitatform

Lorenzo, Rocío, Nicole Voigt & Isabell Welpe (2019): Diversity Champions: BCG Gender Diversity Index 2019. Auszüge aus der Studie. München, 16 S.

Abstract

"Erste Studie, die Deutschlands 100 größte börsennotierte Unternehmen hinsichtlich ihrer Geschlechterverteilung im Top-Management untersucht und den Faktor Gehalt mit einbezieht
Erhebung der Frauenquote in Vorstand und Aufsichtsrat anhand der Webauftritte der Unternehmen sowie der relativen Vergütung von Frauen und Männern in diesen Gremien anhand der Geschäftsberichte
Vergleich mit Daten der Jahre 2017 und 2018 möglich
Ergänzung um eine Befragung zum Thema Vielfalt unter 16.700 Personen in 14 Ländern – Fokus auf ambitionierten Frauen sowie männlichen Entscheidungsträgern in Deutschland." (Autorenreferat, IAB-Doku)

Zitatform

Aikins, Joshua Kwesi, Samera Bartsch, Daniel Gyamerah & Lucienne Wagner (2018): Diversität in öffentlichen Einrichtungen. Antidiskriminierungs- und Gleichstellungsdaten in der Praxis. Ergebnisse einer Piloterhebung unter Führungskräften der Berliner Verwaltung und Unternehmen mit Mehrheitsbeteiligung des Landes. Berlin, 53 S.

Abstract

"Das Team von Vielfalt entscheidet - Diversity in Leadership hat 2017 mit Unterstützung des Integrationsbeauftragten der Stadt Berlin und der Landesstelle für Gleichbehandlung - gegen Diskriminierung (LADS) die vorliegende Erhebung von Gleichstellungsdaten in Berlins öffentlichen Einrichtungen durchgeführt. Die Ergebnisse zeigen auf, wie divers die Führungspositionen sind und welche Strategien und Maßnahmen zur Förderung von Diversität und Chancengleichheit in der Berliner Verwaltung bereits umgesetzt werden und wo Führungskräfte einen weiteren Bedarf sehen, aktiv zu werden. Auf Basis der Angaben von 187 befragten Führungskräften empfiehlt der folgende Bericht:
1. Die Einführung eines differenzierten Antidiskriminierungs- und Gleichstellungsmonitorings und dessen gesetzliche Verankerung;
2. Die Ausweitung und Präzisierung aller gesetzlichen und Verwaltungsvorgaben, die sich auf den Migrationshintergrund fokussieren, um ein menschenrechtliches Verständnis rassistischer Diskriminierung;
3. Den Angleich des Schutz- und Förderniveaus des Partizipations- und Integrationsgesetzes an das Landesgleichstellungsgesetz sowie die Einführung entsprechender verbindlicher positiver Maßnahmen." (Autorenreferat, IAB-Doku)

Zitatform

Bennouri, Moez, Tawhid Chtioui, Haithem Nagati & Mehdi Nekhili (2018): Female board directorship and firm performance. What really matters? In: Journal of Banking and Finance, Jg. 88, H. March, S. 267-291. DOI:10.1016/j.jbankfin.2017.12.010

Abstract

"Using a sample of 394 French firms for the period of 2001 to 2010, we study the relationship between female directorship and firms' accounting (ROA and ROE) and market-based (Tobin's Q) performance. We find that female directorship significantly increases ROA and ROE, and significantly decreases Tobin's Q. We postulate that these relationships are affected by the attributes of female directors. To this end, we collect a set of nine different attributes of female directors capturing their monitoring capabilities and contribution to the board's human capital (demographic and board relational attributes). We find that the positive relationship between accounting performance and female directorship remains when we include these attributes, while the negative relationship between Tobin's Q and female directorship disappears. Interestingly, the different attributes of female directors do not uniformly affect accounting and market-based performance. We explain the different relationships between attributes and firm performance by the tradeoff between the benefits and costs of diversity on board effectiveness, particularly in a low investor protection environment." (Author's abstract, IAB-Doku) ((en))

Zitatform

Brunow, Stephan & Peter Nijkamp (2018): The impact of a culturally diverse workforce on firms' revenues and productivity. An empirical investigation on Germany. In: International Regional Science Review, Jg. 41, H. 1, S. 62-85., 2016-01-27. DOI:10.1177/0160017616642820

Abstract

"There is evidence from the literature that firms enjoy higher productivity levels, when the workforce employed is culturally more diverse. It is an open question whether this gain is utilized to shift the supply curve and set lower prices in order to achieve a higher demand and possibly higher revenues. This knowledge gap is not addressed in the existing literature and forms the departure of our research. We introduce a reduced-form model, inspired by the study of Melitz and Ottaviano on heterogeneous firms, and add labor productivity by using the approach of Ottaviano and Peri on cultural diversity. In our empirical study, we employ German data, while the field of research is conducted for single plants, and industry-specific effects are taken into account. Our analysis shows significant positive effects of the cultural diversity of the high-skilled workforce on the market size of single establishments. We conclude that emerging productivity gains are not just paid as dividend or factor rewards but are also used to set lower prices in order to achieve higher demand." (Author's abstract, IAB-Doku) ((en))

Zitatform

Cuberes, David & Marc Teignier (2018): Macroeconomic costs of gender gaps in a model with entrepreneurship and household production. In: The B.E. Journal of Macroeconomics, Jg. 18, H. 1, S. 1-15. DOI:10.1515/bejm-2017-0031

Abstract

"This paper examines the quantitative effects of gender gaps in entrepreneurship and workforce participation in an occupational choice model with a household sector and endogenous female labor supply. Gender gaps in workforce participation have a direct negative effect on market, while gender gaps in entrepreneurship affect negatively market output not only by reducing wages and labor force participation but also by reducing the average talent of entrepreneurs and aggregate productivity. We estimate the effects of these gender gaps for 37 European countries, as well as the United States, and find that gender gaps cause an average loss of 17.5% in market output and 13.2% in total output, which also includes household output. Interestingly, the total output loss would be similar (12%) in a model without household sector, since the market output loss is larger when the female labor supply is endogenous. Eastern Europe is the region with the lowest income fall due to gender gaps, while Southern Europe is the region with the largest fall. Northern Europe is the region with the largest productivity fall, which is due to the presence of high gender gaps in entrepreneurship." (Author's abstract, © De Gruyter) ((en))

Zitatform

De Paola, Maria, Francesca Gioia & Vincenzo Scoppa (2018): Teamwork, Leadership and Gender. (IZA discussion paper 11861), Bonn, 22 S.

Abstract

"We ran a field experiment to investigate whether individual performance in teams depends on the gender of the leader. About 430 students from an Italian University took an intermediate exam that was partly evaluated on the basis of teamwork. Students were randomly matched in teams of three and in each team we randomly chose a leader with the task of coordinating the work of the team. We find a positive and significant effect of female leadership on team performance. This effect is driven by the higher performance of team members in female led teams rather than due to an improvement in the leader's performance. We also find that, in spite of the higher performance of female led teams, male members tend to evaluate female leaders as less effective, whereas female members are more sympathetic towards them." (Author's abstract, IAB-Doku) ((en))

Zitatform

Flory, Jeffrey A., Andreas Leibbrandt, Christina Rott & Olga Stoddard (2018): Increasing workplace diversity. Evidence from a recruiting experiment at a fortune 500 company. (CESifo working paper 7025), München, 33 S.

Abstract

"The persistent lack of workplace diversity in management and leadership may lead to organizational vulnerabilities. White males occupy most high-profile positions in the largest U.S. corporations whereas African Americans, Hispanics, and women are clearly underrepresented in leadership roles. While many firms and other organizations have set ambitious goals to increase demographic diversity, there is a dearth of empirical evidence on effective ways to reach them. We use a natural field experiment to test several hypotheses on effective means to attract minority candidates for top professional careers. By randomly varying the content in recruiting materials of a major financial services corporation with over 10,000 employees, we test different types of signals regarding the extent and manner in which the employer values diversity among its workers. We find that signaling explicit interest in employee diversity can reverse the ethnicity gap in rates of interest and applications, and that it has a strong positive effect on interest in openings among racial minority candidates, the likelihood that they apply, and the probability that they are selected. These results uncover an effective method for disrupting monocultures in management through a minor intervention that influences sorting among job-seekers into high-profile careers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Green, Colin P. & Swarnodeep Homroy (2018): Female directors, board committees and firm performance. In: European Economic Review, Jg. 102, H. February, S. 19-38. DOI:10.1016/j.euroecorev.2017.12.003

Abstract

"A number of studies have found little economic impact of board gender diversity on firm performance. We return to this issue in the context of large European firms. Our contribution is twofold. First, using information on the gender of CEOs children as a source of exogenous variation in female director appointments, we demonstrate a robust positive effect of female board representation on firm performance. Second, while previous work has considered female representation broadly, we focus on membership of board committees as a proxy for active involvement in corporate governance. We demonstrate economically meaningful positive effects on performance of female representation on board committees. Our evidence is supportive of an economic rationale for increased female representation on corporate boards." (Author's abstract, © 2017 Elsevier) ((en))

Zitatform

(2018): Altersdiversität in Betrieben. Aktuelle Ergebnisse einer Betriebs- und Beschäftigtenbefragung. (Monitor), Berlin, 22 S.

Abstract

"Steigende Lebenserwartung und niedrige Geburtenraten in den letzten Jahrzehnten haben für eine veränderte Altersstruktur in den Betrieben gesorgt. So stellen die 'Babyboomer' - also 58-68-jährige Personen - einen immer größeren Anteil an den Belegschaften. Zugleich werben die Unternehmen um junge Auszubildende im Rahmen der dualen Berufsausbildung. Im Ergebnis arbeiten so in manchen Betrieben drei Generationen zusammen. Aber was bedeutet diese Altersvielfalt für die Betriebe, für die Belegschaften und auch für den Arbeitsmarkt? Wie unterscheiden sich die Generationen hinsichtlich Qualifikation, Arbeitsform und Wohlbefinden? Gibt es einen Zusammenhang zwischen Alter, Arbeitszufriedenheit und Kollegialität? Beeinflusst die zunehmende Altersdiversität die Arbeitsqualität? Antworten auf diese Fragen gibt der vorliegende Monitor, der dazu die Daten einer repräsentativen Betriebs- und Beschäftigtenbefragung ausgewertet hat." (Autorenreferat, IAB-Doku)

Zitatform

Hunt, Vivian, Sara Prince, Sundiatu Dixon-Fyle & Lareina Yee (2018): Delivering through diversity. 42 S.

Abstract

"Eine internationale Studie kommt zu dem Schluss, dass es einen Zusammenhang zwischen Diversität und Geschäftserfolg gibt: Unternehmen, die sich durch einen hohen Grad an Vielfalt auszeichnen, haben danach eine größere Wahrscheinlichkeit, überdurchschnittlich profitabel zu sein. Bei Unternehmen mit besonders ausgeprägter ethnischer/kultureller Vielfalt in Führungsteams steigt die Wahrscheinlichkeit, in ihrer Branche überdurchschnittlich profitabel zu sein, um 33 Prozent. Das deutet darauf hin, dass die Einbeziehung sehr unterschiedlicher Individuen ein wesentliches Unterscheidungsmerkmal zwischen Unternehmen sein kann. Zu diesem Ergebnis kommt die aktuelle Studie 'Delivering Through Diversity' von McKinsey. Der Bericht baut auf den Ergebnissen der Vorgängerstudie 'Why Diversity Matters' von 2015 auf und bezieht mehr Unternehmen und eine größere Anzahl finanzieller Leistungsindikatoren ein. Berücksichtigt wurden 1007 Unternehmen in zwölf Ländern, davon 65 in Deutschland. Frauenanteil im Topmanagement besonders entscheidend Unternehmen, die hinsichtlich des Frauenanteils im Topmanagement - Vorstand und zwei bis drei Ebenen darunter - besonders gut abschneiden, haben laut Studie eine 21 Prozent größere Wahrscheinlichkeit, überdurchschnittlich erfolgreich zu sein. Bei deutschen Unternehmen mit einem hohen Anteil weiblicher Führungskräfte im Topmanagement liegt diese Wahrscheinlichkeit sogar doppelt so hoch. Unternehmen mit geringer Diversität wirtschaftlich im Nachteil Ein Vergleich mit der Vorgängerstudie zeigt, dass die untersuchten Firmen, die in Sachen Diversität auf einer niedrigen Stufe geblieben sind, sowohl was geschlechtliche als auch ethisch-kulturelle Vielfalt betrifft, eine um 29 Prozent geringere Wahrscheinlichkeit aufweisen, eine überdurchschnittliche Rentabilität zu erreichen als alle anderen Unternehmen. Das heißt, der wirtschaftliche Erfolg ist sogar unterdurchschnittlich. Der Zusammenhang zwischen Vielfalt im Management und Geschäftserfolg sei real, kommentiert Julia Sperling, McKinsey-Partnerin in Frankfurt, die Studienergebnisse. Die Förderung von Talenten mit unterschiedlichen Hintergründen, Männer wie Frauen, unterschiedliche Ethnien und wissenschaftliche Hintergründe, ist sowohl eine Frage der Gerechtigkeit als auch eine Business-Priorität, so Sperling. Gelingen könne Vielfalt am effektivsten, wenn nach objektiven Kriterien befördert werde, zum Beispiel durch den Einsatz von datengestützten People Analytics. So würden wirklich die besten Mitarbeiter in die Führungsetagen gelangen" (Autorenreferat, IAB-Doku)

Zitatform

Krug, Gerhard, Jens Stegmaier & Antje Buche (2018): Are there negative consequences of workforce diversity? Investigating the effect of group faultlines on turnover and organizational performance. (SocArXiv Papers), 29 S. DOI:10.31235/osf.io/j9nc6

Abstract

"There is strong empirical evidence that workforce diversity is beneficial for organizations. The theoretical concept of faultlines stresses, however, that diversity can also have negative consequences. This is the case when the subgroups differ not just with regard to one characteristic but with regard to several characteristics simultaneously. This paper is the first to examine the negative consequences of faultlines with large-scale data on organizations in the public and private sector. Fixed-effects-regressions are used to investigate the impact of functional (working time, tenure, qualification) and demographic (age, gender, nationality) faultlines on turnover and organizational performance. We also consider the interaction between firm size and faultlines. Regarding turnover, we do not find the expected negative effects of demographic and only limited evidence for functional faultlines. The effects of demographic faultlines on performance, in turn, are negative for small organizations and become positive for organizations with more than 10 members." (Author's abstract, IAB-Doku) ((en))

Zitatform

Lammers, Brigitt (2018): Diversity im Topmanagement. Vielfalt in deutschen Unternehmen - was funktioniert, was nicht? In: Zeitschrift Führung und Organisation, Jg. 87, H. 4, S. 225-232.

Abstract

"Die Frage, wie wir unterschiedliche Talente zielgerichtet und erfolgreich in die Führung deutscher Unternehmen einbeziehen, ist in Deutschland heute noch immer nicht befriedigend beantwortet. Der Frauenanteil in börsennotierten Unternehmen liegt auf Vorstandsebene unter 8%. In den Aufsichtsräten ist immerhin die gesetzliche Quote von 30% in vielen Unternehmen bereits erreicht und Vielfalt wird als mehrwertschaffende Realität wahrgenommen. Mit den Millennials hat nun eine Generation in deutschen Unternehmen Einzug gehalten, die ein von Diversität, Internationalität und nicht tradierten Lebensmodellen geprägtes Arbeitsumfeld erwartet. Das Augenmerk liegt vielerorts immer noch zu sehr auf dem zahlenmäßigem Verhältnis von männlichen und weiblichen Mitarbeitern statt auf der Umsetzung von Unternehmensstrategien, bei der Diversität bewusst eingesetzt wird, um strategische und operative Fragestellungen mit vielfältigen Perspektiven und Sozialisierungshintergründen besser und erfolgreicher zu lösen. Eine intensivere Teilhabe von Frauen Im Management deutscher Unternehmen sollte inzwischen selbstverständlich sein. Es ist Aufgabe der Unternehmensführung, hier Vorurteile abbauen zu helfen, strategische Relevanz aufzuzeigen und die konsequente Umsetzung aktiv zu begleiten." (Autorenreferat, © 2018 Schäffer-Poeschel Verlag für Wirtschaft - Steuern - Recht GmbH, Stuttgart)

Zitatform

Moreno-Gómez, Jorge, Esteban Lafuente & Yancy Vaillant (2018): Gender diversity in the board, women's leadership and business performance. In: Gender in management, Jg. 33, H. 2, S. 104-122. DOI:10.1108/GM-05-2017-0058

Abstract

"Purpose:
This paper aims to investigate how gender diversity in top management - i.e. boardroom and top management positions - affects business performance among Colombian public businesses.
Design/methodology/approach:
Building on the upper echelon theory which emphasizes that gender in an important characteristic that influences top management's decision-making, panel data models are used on a sample of 54 Colombian public businesses for the period 2008-2015 to test the proposed hypotheses relating to gender diversity and subsequent business performance.
Findings:
The results support that gender diversity is positively associated with subsequent business performance. More concretely, the relationship between gender diversity at the top of the corporate hierarchy - in the present case, as CEO and in the top management team - and subsequent performance becomes more evident when performance is linked to business operations (ROA), whereas the positive effect of women's representation in the boardroom and subsequent performance is significant when performance is measured via shareholder-oriented metrics (ROE).
Originality/value:
Few studies have addressed the role of gender diversity on performance in developing economies. This study contributes to better understand how gender diversity affects performance in contexts where women are underrepresented in the top management, and where the appointment of women directors or managers is not driven by regulatory pressures." (Author's abstract, IAB-Doku) ((en))

Zitatform

Niebuhr, Annekatrin (2018): Ökonomische Effekte von Zuwanderung und kultureller Diversität - Befunde für Produktivität, Wachstum und Innovationen. In: J. Fritz & N. Tomaschek (Hrsg.) (2018): In Bewegung : Beiträge zur Dynamik von Städten, Gesellschaften und Strukturen (University - Society - Industry, 07), S. 119-132.

Abstract

"Der vorliegende Beitrag fasst die Ergebnisse von Studien zusammen, die sich mit den Effekten der Arbeitsmigration auf den Innovationserfolg, die Produktivität und das Wachstum in den Zielländern beschäftigen. Dabei wird unterschieden zwischen Effekten, die von einer Erhöhung des Arbeitsangebots durch die Zuwanderung ausgehen und den Wirkungen einer zunehmenden kulturellen Vielfalt der Arbeitskräfte." (Autorenreferat, IAB-Doku)

Zitatform

Smith, Nina (2018): Gender quotas on boards of directors. Gender quotas for women on boards of directors improve female share on boards but firm performance effects are mixed. (IZA world of labor 7), Bonn, 10 S. DOI:10.15185/izawol.7.v2

Abstract

"Aus dem Blickwinkel der wirtschaftlichen Effizienz müssen zunächst die Aufstiegschancen für Frauen insgesamt verbessert werden, damit eine ausreichende Zahl qualifizierter weiblicher Führungskräfte für Vorstandsposten und das Top-Management zur Verfügung steht. Die Politik sollte daher ihren Fokus weniger auf Frauenquoten in den obersten Führungsgremien richten, sondern vielmehr ein ausgewogeneres Karrieregleichgewicht innerhalb von Familien fördern, beispielsweise durch zusätzliche Anreize für Väter, Elternzeit zu nehmen." (Autorenreferat, IAB-Doku)

Abstract

Das Faktbook dient als Recherchehilfe zum Thema Diversity und befasst sich mit
- Was ist Diversity?
- Historische Entwicklung des Diversity-Gedankens
- Handlungsanforderungen durch den demografischen Wandel und Fachkräftemangel, Generationenvielfalt und Internationalisierung
- Diversity rechnet sich für Unternehmen!
- Agenda Setter für Diversity in Deutschland. (IAB)

Abstract

"Auf Basis einer repräsentativen Befragung von Arbeitgebern und Beschäftigten wird in der Studie 'Familienfreundliche Unternehmenskultur - Der entscheidende Erfolgsfaktor für die Vereinbarkeit von Familie und Beruf' der Zusammenhang zwischen dem Grad der Familienfreundlichkeit der Unternehmenskultur und einer tatsächlich gelebten Vereinbarkeit von Familie und Beruf zum ersten Mal detailliert nachgewiesen. Die Studie wurde von der Roland Berger GmbH im Rahmen des Unternehmensprogramms 'Erfolgsfaktor Familie' durchgeführt." (Autorenreferat, IAB-Doku)

Abstract

"Expectations for corporate directors are rising. Companies are more global and connected - and board oversight is increasingly more complex. Cybersecurity is a top area of focus, and social issues are starting to become part of strategy discussions. Meanwhile, institutional investors continue to push for board diversity. And directors recognize that every board member needs to bring something valuable to the table.
Directors are stepping up and embracing change. PwC's 2018 Annual Corporate Directors Survey shows that directors are listening more, learning more and engaging more. Read on to find out how." (Author's abstract, IAB-Doku) ((en))

Zitatform

Brixy, Udo, Stephan Brunow & Anna D'Ambrosio (2017): Ethnic diversity in start-ups and its impact on innovation. (IAB-Discussion Paper 25/2017), Nürnberg, 30 S.

Abstract

"Diese Studie untersucht den Einfluss der ethnischen Zusammensetzung des Gründungsteams und der Mitarbeiter auf die innovativen Tätigkeiten junger Unternehmen. Für den Erfolg dieser Unternehmen sind, wie jüngere Untersuchungen gezeigt haben, alle Beteiligten (also Gründer und Mitarbeiter) wichtig. Wir nutzen eine von Ruef (2002) und Ruef et al. (2003) eingeführte Methode, die nicht nur auf der Anzahl der beteiligten Ethnien rekurriert, sondern die Wahrscheinlichkeit, dass eine bestimmte ethnische Zusammensetzung zustande kommt, berücksichtigt. Unsere Ergebnisse zeigen erstens, dass Ausländer eine wichtige Rolle als Unternehmer aber auch als Beschäftigte junger Unternehmen spielen. Zweitens können wir zeigen, dass nur wirklich seltene ethnische Kombinationen einen positiven Einfluss auf die Innovationswahrscheinlichkeit junger Unternehmen haben. Die Beteiligung relativ häufiger ethnischer Minderheiten dagegen wirkt sich tendenziell negativ auf die Innovationswahrscheinlichkeit aus." (Autorenreferat, IAB-Doku)

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Efendic, Adnan, Bojana Babic & Anna Rebmann (2017): Social capital, migration, ethnic diversity and economic performance. Multidisciplinary evidence from South-East Europe. (Interdisciplinary studies on Central and Eastern Europe 20), Frankfurt am Main: Lang, 183 S.

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Horbach, Jens & Jojo Jacob (2017): The relevance of personal characteristics and gender diversity for (eco)-innovation activities at the firm-level. Results from a linked employer-employee database in Germany. (IAB-Discussion Paper 11/2017), Nürnberg, 23 S.

Abstract

"In der mittlerweile umfangreichen Literatur zu den Determinanten von Umweltinnovationen wurde bislang die Rolle persönlicher Charakteristika der Beschäftigten der Unternehmen noch nicht berücksichtigt. Ökonometrische Analysen zu Umweltinnovationen weisen häufig einen hohen Anteil unerklärter Streuung auf, was auch auf die fehlende Berücksichtigung personenbezogener Variablen zurückgeführt werden könnte. So lassen sich u.U. latente Variablen wie die 'grüne' Ausrichtung eines Unternehmens zumindest teilweise durch persönliche Charakteristika (Geschlecht, Familienstatus, geografische Herkunft, Ausbildungsstand) der Belegschaft und des Managements erklären. Der linked employer-employee Datensatz des Instituts für Arbeitsmarkt- und Berufsforschung erlaubt eine solche Untersuchung für 2010 bzw. 2012. Die Ergebnisse einer ökonometrischen Analyse zeigen, dass ein hoher Anteil hochqualifizierter Frauen in der Belegschaft und eine geschlechtergemischte Zusammensetzung des Managements die Durchführung von Umweltinnovationen begünstigen. Darüber hinaus bestätigen die Ergebnisse, dass exportorientierte Betriebe sowie Betriebe, die einem hohen Wettbewerbsdruck unterliegen, mehr Innovationen realisieren, während das Gegenteil für Betriebe mit überalterter Belegschaft gilt." (Autorenreferat, IAB-Doku)

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Maceira, Helena Morais (2017): Economic benefits of gender equality in the EU. In: Intereconomics, Jg. 52, H. 3, S. 178-183. DOI:10.1007/s10272-017-0669-4

Abstract

"To analyse how gender equality measures can contribute to economic growth in the EU, the European Institute for Gender Equality studied the impacts of reducing gender inequalities in areas relevant from a macroeconomic perspective: STEM education, labour market activity and pay. It also considered the demographic changes that would take place if these gender gaps are reduced and a more equal distribution of unpaid care work between women and men is achieved. The study is the first of its kind to use a robust econometric model to estimate a broad range of macroeconomic benefits of gender equality at the EU level. The results of the modelling show that improved gender equality would have a largely positive effect on GDP per capita and on employment of women. The positive impacts are due to an increase in productivity and an improvement to the potential productive capacity of the economy.
This article is based on the results, outputs and publications of EIGE's work on the economic benefits of gender equality in the EU; see European Institute for Gender Equality: Economic Benefits of Gender Equality in the European Union, 2017, available at https://eige.europa.eu/gender-mainstreaming/sectoral-areas/economic-and-financial-affairs/economic-benefits-gender-equality. The study was commissioned by EIGE and carried out by ICF, Cambridge Econometrics and Collegio Carlo Alberto." (Author's abstract, © Springer-Verlag) ((en))

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Niebuhr, Annekatrin (2017): Economic effects of migration and cultural diversity. A review of recent evidence. In: A. Pyka, Y. Kustepeli & D. Hartmann (Hrsg.) (2017): International innovation networks and knowledge migration : the German-Turkish nexus, S. 117-134, 2015-12-28.

Abstract

Die Zuwanderung qualifizierter Arbeitskräfte ist insbesondere für die Entwicklungsperspektiven von Volkswirtschaften von erheblicher Bedeutung, die in starkem Maße vom demografischen Wandel betroffen sind. Die Veränderung des Arbeitsangebots, die mit der Arbeitsmigration verbunden ist, hat zumeist positive Effekte auf die Produktivität, die Innovationsfähigkeit und die Exportaktivitäten in hochentwickelten Zielländern. Auch von einer durch die Zuwanderung zunehmenden kulturellen Vielfalt der Beschäftigten gehen in der Regel positive, wenngleich eher moderate Effekte auf unterschiedliche Zielgrößen aus. Für die ökonomischen Konsequenzen der Migration ist allerdings entscheidend, welche Qualifikationen die ausländischen Arbeitskräfte mitbringen und inwieweit ihre Fähigkeiten und Kenntnisse die einheimischer Erwerbspersonen in Produktionsprozessen ergänzen. Die Migrationspolitik kann durch eine entsprechende Steuerung der Arbeitsmigration dazu beitragen, dass diese Voraussetzungen gegeben sind. (IAB)

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Ozgen, Ceren, Peter Nijkamp & Jacques Poot (2017): The elusive effects of workplace diversity on innovation. In: Papers in regional science, Jg. 96, H. Supplement S1, S. S29-S49. DOI:10.1111/pirs.12176

Abstract

"We investigate eco nometrically whether cultural divers ity at the workplace boosts inno- vation. Our longitudinal linked employe r- employee data combines two innovation surveys, with Dutch administrative, tax and regional data. We analyse the determinants of a firm's product and process innovations with respect to the firm's internal resourc es, emp lo yee composition and regional agglomeration externalities. We reconfirm the findings of several other recent studies showing a positive partial corre lation between innovation and cultural diversity in pooled cross-sectional data; in some cases even when accounting for reverse c ausation. Ho wever, no statistic ally significant traces of benefit for in novation fro m cultural diversity remain after introducing firm fixed effects." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Shehata, Nermeen, Ahmed Salhin & Moataz El-Helaly (2017): Board diversity and firm performance. Evidence from the U.K. SMEs. In: Applied Economics, Jg. 49, H. 48, S. 4817-4832.

Abstract

"This study examines the relationship between board diversity and firm performance in small- and medium-sized enterprises (SMEs) in the U.K. In particular, we investigate the role of gender and age as two dimensions of diversity. Using a large sample of SMEs (34,798 firms) located in the U.K. and focusing on the period from 2005 to 2013, our results show a significant negative association between each of gender diversity and age diversity, and firm performance. Our evidence yields important insights on the association between board diversity and firm performance, and calls suggestions for increased board diversity into question. A possible explanation for our findings could be due to the fact that our sampled firms are SMEs, whereas those in previous studies have been large enterprises. This research provides insights to entrepreneurs on how to enhance their performance, and to governments and policymakers on the development of rules that would achieve better performance in the SME sector." (Author's abstract, IAB-Doku) ((en))

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Amore, Mario Daniele & Orsola Garofalo (2016): Executive gender, competitive pressures, and corporate performance. In: Journal of Economic Behavior and Organization, Jg. 131, H. November/Pt. A, S. 308-327. DOI:10.1016/j.jebo.2016.09.009

Abstract

"We investigate whether the gender of top executives influences a firm's reaction to competitive pressures. Our empirical approach is based on policy changes that varied the exposure of US banks to competition during the late 1990s. Results suggest that while banks with female executives experience significantly higher financial performance under low competition, they tend to underperform when competition increases. At the same time, we find that the presence of female leaders improves the capital stability of banks subject to greater competition. Overall, our study highlights strong interactions between executive gender and market structures in the determination of business outcomes" (Author's abstract, IAB-Doku) ((en))

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Cubel, Maria, Ana Nuevo-Chiquero, Santiago Sanchez-Pages & Marian Vidal-Fernandez (2016): Do personality traits affect productivity? Evidence from the laboratory. In: The economic journal, Jg. 126, H. 592, S. 654-681. DOI:10.1111/ecoj.12373

Abstract

"While survey data supports a strong relationship between personality and labour market outcomes, the exact mechanisms behind this association remain unexplored. We take advantage of a controlled laboratory set-up to explore whether this relationship operates through productivity. Using a real-effort task, we analyse the impact of the Big Five personality traits on performance. We find that more neurotic subjects perform worse, and that more conscientious individuals perform better. These findings suggest that at least part of the effect of personality on labour market outcomes operates through productivity. In addition, we find evidence that gender and university major affect this relationship." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Ferrari, Giulia, Valeria Ferraro, Paola Profeta & Chiara Pronzato (2016): Gender quotas. Challenging the boards, performance, and the stock market. (CESifo working paper 6084), München, 69 S.

Abstract

"In 2011, Italy introduced gender quotas for boards of directors of companies listed on its stock market. Comparing before and after the reform within firms, we find that quotas are associated with a higher share of female board directors, higher levels of education of board members, and a lower share of older members. We then use the reform period as an instrument for the share of female directors and find no significant impact on firms' performance. Interestingly, we find that the share of female directors is associated with a lower variability of stock market prices. We also run event studies on the stock price reaction to the introduction of gender quotas. A positive effect of the quota law on stock market returns emerges at the date of the board's election. Our results are consistent with gender quotas giving rise to a beneficial restructuring of the board, which is positively received by the market." (Author's abstract, IAB-Doku) ((en))

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Hammermann, Andrea, Matthias Niendorf & Jörg Schmidt (2016): Kulturelle Diversität als Erfolgsfaktor? Empirische Ergebnisse auf Basis des Linked-Employer-Employee-Datensatzes des IAB. In: IW-Trends, Jg. 43, H. 3, S. 95-112.

Abstract

"Der Einfluss der kulturellen Diversität innerhalb der Belegschaft auf den betrieblichen Erfolg ist kontextabhängig. Kulturelle Vielfalt innerhalb der Belegschaft wirkt per se weder förderlich noch hinderlich. Dies ist das Ergebnis einer empirischen Auswertung von Linked-Employer-Employee-Daten für Deutschland über das Zusammenspiel kulturell unterschiedlicher Gruppen in Unternehmen und ihren (möglichen) Einfluss auf die Bruttowertschöpfung. Einerseits wird gezeigt, dass eine Erhöhung des Anteils ausländischer Beschäftigter in Betrieben tendenziell positiv wirken kann. Allerdings fällt dieser Effekt nicht statistisch signifikant aus. Andererseits kann sich die Gefahr von Konflikten erhöhen, wenn die Belegschaft aus annähernd gleich großen Nationengruppen besteht. Diese Konflikte können den betrieblichen Erfolg negativ beeinflussen. Es wird zudem deutlich, dass der Einfluss von kultureller Diversität auf den betrieblichen Erfolg im Zusammenhang mit organisationsspezifischen Merkmalen steht, wie beispielsweise dem Vorliegen einer Exporttätigkeit oder der Qualifikationsstruktur der Belegschaft. Das Personalmanagement in Unternehmen sollte sich daher der potenziell unterschiedlichen Wirkungsrichtungen von kultureller Heterogenität bewusst sein und diese im Rahmen eines Diversity Managements entsprechend adressieren." (Autorenreferat, IAB-Doku)

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Kay, Rosemarie & Nadine Schlömer-Laufen (2016): Gender diversity in top-management positions in large family and nonfamily businesses. (Institut für Mittelstandsforschung. Working paper 2016,02), Bonn, 27 S.

Abstract

"(Why) does the sex ratio in top-management positions in large family and nonfamily businesses differ? Using a unique data set and estimating (fractional) logit regressions we show that the female share in top-management positions in family businesses exceeds the one in nonfamily businesses. One reason is the selection mechanism social homophily from which females in family businesses benefit more because of a higher female share in the decision making body in family businesses. Another reason is the pathway self-appointment as (co-) leader of one's own business which is more common in family businesses. Nepotism seems not to play a role." (Author's abstract, IAB-Doku) ((en))

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Szameitat, Jörg, Barbara Knapp, Elke Dony & Gudrun Fausel (2016): Diversity Management und soziale Schließung in Betrieben in Deutschland. Ergebnisse aus Experteninterviews. (IAB-Forschungsbericht 06/2016), Nürnberg, 45 S., Anhang.

Abstract

"Die aktuelle Zuwanderung von Flüchtlingen stellt den deutschen Arbeitsmarkt vor neue Herausforderungen. Ein erhöhtes Ausmaß sozialer Vielfalt, an kultureller Diversität, kommt auf die Betriebe zu. Nicht zuletzt werden deren organisatorische und soziale Kompetenzen gefragt sein, wenn es darum geht, mit neuen Arbeitskräften bisher vielleicht fremder kultureller Herkunft im Arbeitsalltag umzugehen. Dies lenkt neues Augenmerk auf die Rolle von Diversity Management. Dessen ursprüngliches Ziel war es, Chancengleichheit am Arbeitsmarkt zu ermöglichen. Da es soziale Vielfalt als Ressource interpretiert, ist Diversity Management inzwischen (auch) ein Instrument zur Produktivitätssteigerung von Betrieben geworden. Welche Motive für und Arten von Diversity Management sich in deutschen Betrieben tatsächlich finden und wie diese mit Tendenzen sozialer Schließung in Einstellungsprozessen zusammenhängen, beschreibt dieser Bericht auf Basis von Experteninterviews. Den theoretischen Hintergrund bildet dabei der Zusammenhang von Diversität und sozialer Schließung im Betrieb. Die Auswertung der Interviews mündet in einer Aufstellung verschiedener Typen von Betrieben, die sich hinsichtlich ihrer Haltung Diversity Management gegenüber, ihres Motivs dafür, ihres Umgangs mit sozialer Vielfalt sowie ihres Grades an sozialer Schließung unterscheiden. Eine bereits bestehende Typologie von Diversity Management von Thomas und Ely (1996) wird dabei um zwei Typen erweitert. Die Ergebnisse legen nahe, dass eine nachhaltige Nutzung sozialer Vielfalt durch zwei Faktoren begünstigt wird: Eine historisch-politisch oder organisatorisch bedingte Auseinandersetzung mit sozialer Vielfalt einerseits und eine idealistisch motivierte positive Wertschätzung sozialer Vielfalt andererseits." (Autorenreferat, IAB-Doku)

Abstract

"Die Studie 'Renditepotenziale der NEUEN Vereinbarkeit' stellt die betriebswirtschaftlichen Vorteile einer modernen familienbewussten Personalpolitik für die Unternehmen dar und liefert Daten zur Abschätzung einer 'Vereinbarkeitsrendite': der Rendite auf familienfreundliche Maßnahmen der Unternehmen. Die Studie zeigt, dass bereits heute mit etablierten Angeboten wie Teilzeitmodellen, Home-Office oder Kinderbetreuungsangeboten positive Renditen bis zu 25 Prozent erzielt werden können. Effekte ergeben sich zum Beispiel durch die Reduktion von Fehlzeiten sowie durch schnellere Rückkehr in den Beruf nach einer familienbedingten Auszeit. Setzen Unternehmen die NEUE Vereinbarkeit in ihrer Personalpolitik um und beziehen neue Zielgruppen wie Väter und Beschäftigte mit Pflegeaufgaben mit ein, ergibt sich ein noch deutlich höheres Renditepotenzial." (Autorenreferat, IAB-Doku)

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Bellmann, Lutz & Ute Leber (2015): Diversity Kompetenz und Demografischer Wandel aus arbeitsökonomischer Perspektive. In: P. Genkova & T. Ringeisen (Hrsg.) (2015): Handbuch Diversity Kompetenz : Perspektiven und Anwendungsfelder, S. 1-11. DOI:10.1007/978-3-658-08003-7_13-1

Abstract

"Vor dem Hintergrund steigender Anteile älterer Mitarbeiter an den Belegschaften ergibt sich für Unternehmen die Notwendigkeit, die Arbeits- bzw. Beschäftigungsfähigkeit über das Erwerbsleben hinweg aufrechtzuerhalten. Der vorliegende Beitrag gibt aus arbeitsökonomischer Perspektive einen Überblick über Strukturen und Entwicklung der Beschäftigung Älterer sowie über betriebliche Sichtweisen gegenüber älteren Arbeitnehmern. Zudem wird der Frage nachgegangen, welche alter(n)sgerechten Personalmaßnahmen Unternehmen einsetzen. Dabei zeigt sich, dass Arbeitgeber ihre älteren Mitarbeiter grundsätzlich positiv einschätzen, ihnen aber andere Eigenschaften zuweisen als jüngeren Mitarbeitern. Trotzdem sind Maßnahmen, die auf den Erhalt der Beschäftigungsfähigkeit zielen, in der betrieblichen Praxis nach wie vor nur relativ wenig verbreitet." (Autorenreferat, IAB-Doku)

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Bieling, Gisela, Ruth Maria Stock & Florian Dorozalla (2015): Coping with demographic change in job markets. How age diversity management contributes to organisational performance. In: Zeitschrift für Personalforschung, Jg. 29, H. 1, S. 5-30. DOI:10.1688/ZfP-2015-01-Bieling

Abstract

"Demographic shifts are altering job markets in developed countries. A steady increase in the average age of employees and a decline in the number of young, qualified workers have intensified the war for talent, resulting in highly competitive and dynamic job markets. Using resource dependence theory, this study investigates how organisations respond to such challenges. An investigation of a sample of 153 German companies provides support for the hypotheses that HR managers implement age diversity management in both appraisal and compensation practices as a response to competitive job markets which, in turn, contributes to organisational performance." (Author's abstract, IAB-Doku) ((en))

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Brunow, Stephan & Bastian Stockinger (2015): Establishments cultural diversity and innovation. Evidence from Germany. In: P. Nijkamp, J. Poot & J. Bakens (Hrsg.) (2015): The economics of cultural diversity, S. 235-269, 2014-06-17.

Abstract

"We investigate the relationship between cultural diversity and innovation in German business establishments. Earlier empirical studies, as well as theoretical approaches from the organisation science literature have identified innovation as a promising realm of diversity advantages. The diversity-innovation link in Germany hitherto has only been studied from a regional perspective by Niebuhr (2010).
Our empirical results suggest that human capital and establishments' resources are the most important determinants of innovation. Our hypothesis that cultural diversity fosters innovation can only be confirmed partially, and the interpretation depends on the precise definition of cultural diversity as a multi-dimensional concept. We only find that establishments get more innovative as their high-skilled migrant workforce gets more culturally diverse, supposedly because migrants complement each other's skills and increase the establishment's absorptive capacity. Contrarily, all kinds of innovation relate significantly negatively to migrant shares, even among the high-skilled. These results imply that a diverse mix of skilled migrants can generate productive ideas, but the mere presence of many migrants may be associated with a negative 'Babel' (cultural polarization) effect. This trade-off between the scope (migrant share) and scale of migrant diversity complicates the interpretation, since, normally, high migrant shares and migrant diversity coincide." (Author's abstract, IAB-Doku) ((en))

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Buchwald, Achim & Hanna Hottenrott (2015): Women on the board and executive duration. Evidence for European listed firms. (ZEW discussion paper 2015-016), Mannheim, 40 S.

Abstract

"The participation of women in top-level corporate boards (or rather the lack of it) is subject to intense public debate. Several countries are considering legally binding quotas to increase the share of women on boards. Indeed, research on board diversity suggests positive effects of gender diverse boards on corporate governance and even firm performance. The mechanism through which these benefits materialize remain however mostly speculative. We study boards of directors in a large sample of listed companies in 15 European countries over the period 2003-2011 and find that female representation on firms' non-executive boards is associated with reduced turnover and an increase in tenure of executive board members. An increase in the performance-turnover sensitivity of executives suggests that this effect may be explained by better monitoring practices rather than by less effective control or a 'taste for continuity'." (Author's abstract, IAB-Doku) ((en))

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Charles, Amélie, Etienne Redor & Constantin Zopounidis (2015): The determinants of the existence of a critical mas s of women on boards. A discriminant analysis. In: Economics Bulletin, Jg. 35, H. 3, S. 1809-1819.

Abstract

"This article contributes to the literature by examining the determinants of the existence of a critical mass of women on boards. As critical mass theory suggests, the mere presence of women on boards may not be sufficient to bring significant change to the boardroom and to improve corporate governance. While studying the determinants of female presence on boards is useful, it may be helpful to study what are the characteristics of firms that have a sufficient number of women to enhance governance. In this paper, we study the predictors of the existence of a critical mass of women on S&P 100 boards between 1995 and 2010. We show that firms with at least three female directors have larger boards, are larger, are more likely to be run by a female CEO and have a greater proportion of non-Caucasian directors. On the contrary, we were not able to show significant differences in firm performance and board independence between firms with and without a critical mass of women on their boards." (Author's abstract, IAB-Doku) ((en))

Zitatform

Nijkamp, Peter, Jacques Poot & Jessie Bakens (Hrsg.) (2015): The economics of cultural diversity. Cheltenham: Elgar.

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Pipke, David & Gert Pönitzsch (2015): Effekte der Frauenquote in Aufsichtsräten. Ein Ausblick für Deutschland. (Kiel policy brief 93), Kiel, 18 S.

Abstract

"Einige Industrieländer der Europäischen Union haben seit 2001 entweder Frauenquoten in Aufsichtsräten (bzw. in äquivalenten Organen) eingeführt oder diskutieren über gesetzliche Regelungen (Storvik & Teigen, 2010). Auch in Deutschland wird es ab dem 1. Januar 2016 eine gesetzliche Frauenquote für Aufsichtsräte geben. Die Folgen der Quote für Unternehmen und Belegschaft lassen sich nur schwer abschätzen, jedoch hat Norwegen bereits seit 2006 eine gesetzliche Quote eingeführt und erste empirische Studien zu deren Effekt liegen vor.
Diese Arbeit beleuchtet die voraussichtlichen Effekte der Einführung einer Frauenquote in Aufsichtsräten anhand der Erfahrungen von Norwegen. Dabei wird sowohl auf Effekte auf Unternehmensseite, wie zum Beispiel Gewinn- und Wertentwicklung, als auch auf Effekte für weibliche Beschäftigte eingegangen, wie deren Karrierechancen und Einkommen." (Textauszug, IAB-Doku)

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Post, Corinne & Kris Byron (2015): Women on boards and firm financial performance. A meta-analysis. In: Academy of Management Journal, Jg. 58, H. 5, S. 1-57. DOI:10.5465/amj.2013.0319

Abstract

"Despite a large literature examining the relationship between women on boards and firm financial performance, the evidence is mixed. To reconcile the conflicting results, we statistically combined the results from 140 studies and examined whether results vary by firms' legal/regulatory and socio-cultural contexts. We found that female board representation is positively related to accounting returns and that this relationship is more positive in countries with stronger shareholder protections -- perhaps because shareholder protections motivate boards to use the different knowledge, experience, and values that each member brings to the board. Although the relationship between female board representation and market performance is near-zero, the relationship is positive in countries with greater gender parity (and negative in countries with low gender parity) -- perhaps because societal gender differences in human capital may influence investors' evaluations of the future earning potential of firms that have more female directors. Lastly, we found that female board representation is positively related to boards' two primary responsibilities, monitoring and strategy involvement. For both firm financial performance and board activities, we found mean effect sizes comparable to those found in meta-analyses of other aspects of board composition. We discuss the theoretical and practical implications of our findings." (Author's abstract, IAB-Doku) ((en))

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Reinwald, Max, Hendrik Hüttermann, Julia Kröll & Sabine Boerner (2015): Gender Diversity in Führungsteams und Unternehmensperformanz. Eine Meteanalyse. In: Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, Jg. 67, H. 3, S. 262-296.

Abstract

"Theoretische und empirische Untersuchungen des Zusammenhangs zwischen Gender Diversity in Führungsteams und Unternehmensperformanz weisen inkonsistente Befunde auf. Vor diesem Hintergrund präsentiert der vorliegende Beitrag die Ergebnisse einer Metaanalyse zu der Frage, wie und in Abhängigkeit von welchen Randbedingungen eine gemischt-geschlechtliche Zusammensetzung von Führungsteams mit Unternehmensperformanz verbunden ist. Basierend auf 38 Einzelstudien kann kein signifikanter Zusammenhang zwischen Gender Diversity und Unternehmensperformanz insgesamt identifiziert werden. Zudem erweisen sich auch die untersuchten Moderatoren (Größe des Führungsteams, Branche, kultureller Kontext und Performanzkriterium) als nicht signifikant." (Autorenreferat, IAB-Doku)

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Trax, Michaela, Stephan Brunow & Jens Suedekum (2015): Cultural diversity and plant level productivity. In: Regional science and urban economics, Jg. 53, H. July, S. 85-96., 2015-05-10. DOI:10.1016/j.regsciurbeco.2015.05.004

Abstract

"Using comprehensive data for German establishments, we estimate plant-level production functions to analyze if 'cultural diversity' affects total factor productivity. We distinguish diversity in the establishment's workforce (the micro level) and in the aggregate labor force of the region where the plant is located (the macro level). We find that a larger share of foreign workers - either in the establishment or in the region - does not affect productivity. However, there are spillovers associated with the degree of fractionalization of the group of foreigners into different nationalities. Regional diversity is at least as important for productivity as micro-level diversity." (Author's abstract, IAB-Doku) ((en))

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Wegge, Jürgen & Franziska Jungmann (2015): Erfolgsfaktoren der Zusammenarbeit von Jung und Alt in einem Team. In: Informationsdienst Altersfragen, Jg. 42, H. 1, S. 3-9.

Abstract

"Menschen verschiedenen Alters haben immer schon zusammen gearbeitet. Warum sollte man sich also wissenschaftlich mit der Frage beschäftigen, ob und wann altersgemischte Teamarbeit erfolgreich ist? Betrachtet man das individuelle Leistungsvermögen von Jung und Alt, ist dies u.E. auch in der Tat kaum angebracht, da zahlreiche Vorurteile gegenüber beispielweise einer geringeren Leistungsfähigkeit älterer Beschäftigter inzwischen als solche entlarvt wurden. Die neuere Forschung belegt, dass das kalendarische Alter eines Menschen mit seiner beruflichen Leistungsfähigkeit nicht systematisch zusammenhängt (Ng u. Feldmann 2008)" (Textauszug, IAB-Doku)

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Woetzel, Jonathan, Anu Madgavkar, Kweilin Ellingrud, Eric Labaye, Sandrine Devillard, Eric Kutcher, James Manyika, Richard Dobbs & Mekala Krishnan (2015): The power of parity. How advancing women's equality can add $ 12 trillion to global growth. Washington, DC, 155 S.

Abstract

"Gender inequality is not only a pressing moral and social issue but also a critical economic challenge. If women - who account for half the world's working-age population - do not achieve their full economic potential, the global economy will suffer. While all types of inequality have economic consequences, in McKinsey Global Institute (MGI) report, The power of parity: How advancing women's equality can add $12 trillion to global growth, we focus on the economic implications of lack of parity between men and women.
A 'best in region' scenario in which all countries match the rate of improvement of the fastest-improving country in their region could add as much as $12 trillion, or 11 percent, in annual 2025 GDP. In a 'full potential' scenario in which women play an identical role in labor markets to that of men, as much as $28 trillion, or 26 percent, could be added to global annual GDP by 2025. MGI's full-potential estimate is about double the average estimate of other recent studies, reflecting the fact that MGI has taken a more comprehensive view of gender inequality in work.
Even after decades of progress toward making women equal partners with men in the economy and society, the gap between them remains large. We acknowledge that gender parity in economic outcomes (such as participation in the workforce or presence in leadership positions) is not necessarily a normative ideal, as it involves human beings making personal choices about the lives they lead; we also recognize that men can be disadvantaged relative to women in some instances. However, we believe that the world, including the private sector, would benefit by focusing on the large economic opportunity of improving parity between men and women." (Author's abstract, IAB-Doku) ((en))

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Azmat, Ghazala (2014): Gender diversity in teams. Greater representation of women on decision-making teams may better represent women's preferences but may not help economic performance. (IZA world of labor 29), Bonn, 10 S. DOI:10.15185/izawol.29

Abstract

"Der Erfolg von Maßnahmen für mehr Geschlechterdiversität in Teams hängt davon ab, nach welchen Kriterien er gemessen wird und wie schnell sich die Veränderung vollzieht. Langfristig dürften sich aus der verbesserten Chancengleichheit durchaus Vorteile ergeben. Die bisherigen Erkenntnisse deuten jedoch darauf hin, dass die kurzfristigen Performance-Effekte eher negativ sind. Das liegt zum einen an veränderten Entscheidungsprozessen und neuer Teamdynamik, zum anderen auch an der mangelnden Erfahrung weiblicher (Neu-)Mitglieder im Team. Wenn Geschlechterdiversität zur Norm wird, dürfte sich dieses Problem von selbst lösen." (Autorenreferat, IAB-Doku)

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(2014): Arbeitsqualität und wirtschaftlicher Erfolg. Erste Studienergebnisse. (Monitor Personalführung), Berlin, 17 S.

Abstract

"Die Längsschnittstudie 'Arbeitsqualität und wirtschaftlicher Erfolg' untersucht Instrumente des Personalmanagements und Aspekte der Unternehmenskultur und berücksichtigt dabei sowohl die Unternehmens- als auch die Mitarbeiterebene. Es wird die Wirkung von Personalmaßnahmen auf die Arbeitsqualität der Beschäftigten und den wirtschaftlichen Erfolg von Betrieben untersucht. Für die Untersuchung werden Betriebe und ein Teil ihrer Beschäftigten jeweils zweimal im Abstand von zwei Jahren befragt. Die jetzt vorliegenden Ergebnisse beruhen auf der ersten Befragungswelle von Betrieben mit mindestens 50 sozialversicherungspflichtig Beschäftigten des Privatsektors und von Beschäftigten aus diesen Betrieben. Sie zeigen den Status quo in deutschen Betrieben: So hat sich herausgestellt, dass Personalplanung zwar in den meisten Betrieben durchgeführt wird - allerdings sehr häufig nicht langfristig. Es konnte nachgewiesen werden, dass strukturierte Mitarbeitergespräche und geeignete variable Vergütungsmodelle zuverlässige Signale für Zufriedenheit und Bindung der betroffenen Beschäftigten sind. Zudem hat sich gezeigt, dass viele Betriebe mit wenig Anteilen von Frauen in Führungspositionen deren Anteil gezielt erhöhen möchten. Dies soll vor allem mit flexiblen Arbeitszeiten und Teilzeitangeboten erreicht werden." (Autorenreferat, IAB-Doku)

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Brink, Siegrun, Silke Kriwoluzky, Teita Bijedić, Kerstin Ettl & Friederike Welter (2014): Gender, Innovation und Unternehmensentwicklung. (IfM-Materialien 228), Bonn, 59 S.

Abstract

"Forschungsarbeiten stellen immer wieder fest, dass Frauen im Allgemeinen und Unternehmerinnen im Besonderen weniger innovativ sind als ihre männlichen Pendants. Häufig wird dies auch in Verbindung mit einer schwächeren Unternehmensentwicklung weiblich geführter Unternehmen gebracht. Die vorliegende Studie zeigt, dass dieser Einschätzung ein vornehmlich technologisch geprägtes Innovationsverständnis und die Fokussierung auf Brachen, die von vorneherein als innovativ betrachtet werden, zugrunde liegen. Individuelle (berufliche) Präferenzen und das vorherrschende Bild des männlichen Innovators führen jedoch dazu, dass Frauen weniger innovativ im klassischen, technologischen Sinne sind. Hinzu kommt, dass die institutionellen Rahmenbedingungen eine Teilzeitarbeit auch von selbstständigen Frauen begünstigen. Unternehmen, die in Teilzeit betrieben werden, verfügen jedoch in der Regel über geringere Ressourcen. Die Risiken, die mit einer Innovationstätigkeit verbunden sind, stellen deshalb eine größere Herausforderung dar." (Autorenreferat, IAB-Doku)

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Bruckmüller, Susanne, Michelle K. Ryan, Floor Rink & S. Alexander Haslam (2014): Beyond the glass ceiling. The glass cliff and its lessons for organizational policy. In: Social issues and policy review, Jg. 8, H. 1, S. 202-232. DOI:10.1111/sipr.12006

Abstract

"It has been almost 30 years since the metaphor of the 'glass ceiling' was coined to describe the often subtle, but very real, barriers that women face as they try to climb the organizational hierarchy. Here we review evidence for a relatively new form of gender discrimination -- captured by the metaphor of the glass cliff -- that women face when they obtain positions of leadership. Such positions often prove to be more risky and precarious than those of their male counterparts. We summarize evidence demonstrating the existence of glass cliffs in business and politics as well as experimental work that identifies a number of factors contributing to the phenomenon. We then discuss implications for policy and practice, highlighting the importance of understanding women's and men's experiences in the workplace rather than treating gender diversity as merely 'a numbers game.'" (Author's abstract, IAB-Doku) ((en))

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Flabbi, Luca, Mario Macis, Andrea Moro & Fabiano Schivardi (2014): Do female executives make a difference? The impact of female leadership on gender gaps and firm performance. (IZA discussion paper 8602), Bonn, 39 S.

Abstract

"We analyze a matched employer-employee panel data set and find that female leadership has a positive effect on female wages at the top of the distribution, and a negative one at the bottom. Moreover, performance in firms with female leadership increases with the share of female workers. This evidence is consistent with a model where female executives are better equipped at interpreting signals of productivity from female workers. This suggests substantial costs of under-representation of women at the top: for example, if women became CEOs of firms with at least 20% female employment, sales per worker would increase 6.7%." (Author's abstract, IAB-Doku) ((en))

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Gagliarducci, Stefano & M. Daniele Paserman (2014): The effect of female leadership on establishment and employee outcomes. Evidence from linked employer-employee data. (IZA discussion paper 8647), Bonn, 38 S.

Abstract

"In this paper we use a large linked employer-employee data set on German establishments between 1993 and 2012 to investigate how the gender composition of the top layer of management affects a variety of establishment and worker outcomes. We use two different measures to identify the gender composition of the top layer based on direct survey data: the fraction of women among top managers, and the fraction of women among working proprietors. We document the following facts: a) There is a strong negative association between the fraction of women in the top layer of management and several establishment outcomes, among them business volume, investment, total wage bill per worker, total employment, and turnover; b) Establishments with a high fraction of women in the top layer of management are more likely to implement female-friendly policies, such as providing childcare facilities or promoting and mentoring female junior staff; c) The fraction of women in the top layer of management is also negatively associated with employment and wages, both male and female, full-time and part-time. However, all of these associations vanish when we include establishment fixed effects and establishment-specific time trends. This reveals a substantial sorting of female managers across establishments: small and less productive establishments that invest less, pay their employees lower wages, but are more female-friendly are more likely to be led by women." (Author's abstract, IAB-Doku) ((en))

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Garnero, Andrea, Stephan Kampelmann & François Rycx (2014): The heterogeneous effects of workforce diversity on productivity, wages, and profits. In: Industrial relations, Jg. 53, H. 3, S. 430-477. DOI:10.1111/irel.12064

Abstract

"We estimate the impact of workforce diversity on productivity, wages, and productivity - wage gaps (i.e., profits) using detailed Belgian linked employer - employee panel data. Findings show that educational (age) diversity is beneficial (harmful) for firm productivity and wages. While gender diversity is found to generate significant gains in high-tech/knowledge-intensive sectors, the opposite result is obtained in more traditional industries. Estimates neither vary substantially with firm size nor point to sizeable productivity - wage gaps except for age diversity." (Author's abstract, IAB-Doku) ((en))

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Gregory-Smith, Ian, Brian G.M. Main & Charles A. O¿Reilly III (2014): Appointments, pay and performance in UK boardrooms by gender. In: The economic journal, Jg. 124, H. 574, S. F109-F128. DOI:10.1111/ecoj.12102

Abstract

"This article uses UK data to examine issues regarding the scarcity of women in boardroom positions. The article examines appointments, pay and any associated productivity effects deriving from increased diversity. Evidence of gender-bias in the appointment of women as non-executive directors is found together with mixed evidence of discrimination in wages or fees paid. However, the article finds no support for the argument that gender diverse boards enhance corporate performance. Proposals in favour of greater board diversity may be best structured around the moral value of diversity, rather than with reference to an expectation of improved company performance." (Author's abstract, IAB-Doku) ((en))

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Kim, Seon Mi & Margaret Sherraden (2014): The impact of gender and social networks on microenterprise business performance. In: Journal of Sociology and Social Welfare, Jg. 41, H. 3, S. 49-69.

Abstract

"Why are some people more successful than others in starting new businesses? Are women more or less successful than men? This study investigates relationships among gender, social networks, and microenterprise business performance. It examines existing theories and research on gender differences in social networks and whether gender differences affect female micro-entrepreneurs' business performance. The purpose of this study is to help U.S. Microenterprise Development Programs create strategies to enhance the ability of female micro-entrepreneurs to gain economic benefits from their social networks. The paper identifies key gaps in theory, proposes an alternative research framework, and suggests directions for future research and policy and program development." (Author's abstract, IAB-Doku) ((en))

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Martín-Ugedo, Juan Francisco & Antonio Minguez-Vera (2014): Firm performance and women on the board. Evidence from Spanish small and medium-sized enterprises. In: Feminist economics, Jg. 20, H. 3, S. 136-162. DOI:10.1080/13545701.2014.895404

Abstract

"This study examines gender diversity on boards of directors in a sample of nonfinancial Spanish small and medium-sized enterprises (SMEs) for 2003 - 8, finding that the probability of women on the board increases with firm performance, defined as return on assets, and family ownership, but diminishes with corporate ownership and firm risk. It also finds, when examining the full sample, a positive effect of the presence of women board members on firm performance. The study also obtains a similar positive effect in most subsamples, including in firms with corporate ownership, where family connections play less role in the election of board members, and in firms in the secondary and tertiary sectors, which are characterized by having greater proximity to final consumers than those in the primary sector." (Author's abstract, IAB-Doku) ((en))

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Ozgen, Ceren, Cornelius Peters, Annekatrin Niebuhr, Peter Nijkamp & Jacques Poot (2014): Does cultural diversity of migrant employees affect innovation? In: International migration review, Jg. 48, H. S1, S. S377-S416., 2014-08-15. DOI:10.1111/imre.12138

Abstract

"Increasing international labor migration has important effects on the workforce composition of firms in all migrant-receiving countries. The consequences of these changes for firm performance have attracted growing attention in recent years. In this paper we focus explicitly on the impact of cultural diversity among migrant employees on the innovativeness of firms. We briefly synthesize empirical evidence from a range of contexts across Europe, North America and New Zealand. We then utilize two unique and harmonized linked employer-employee datasets to provide comparative micro-econometric evidence for Germany and the Netherlands. Our panel datasets contain detailed information on the generation of new products and services, determinants of innovation success and the composition of employment in establishments of firms over the period 1999 to 2006. We find that innovation in both countries is predominantly determined by establishment size and industry. Moreover, obstacles encountered and organizational changes faced by firms drive innovation too. With respect to the composition of employment, the presence of high-skilled staff is most important. Cultural diversity of employees has a positive partial correlation with product innovation. The size and statistical significance of this effect depends on the econometric model specification and the country considered. We conclude from the literature synthesis and the new comparative evidence that cultural diversity of employees can make a positive, but modest and context-dependent, contribution to innovation." (Author's abstract, IAB-Doku) ((en))

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Parrotta, Pierpaolo, Dario Pozzoli & Davide Sala (2014): Ethnic diversity and firms' export behavior. (IZA discussion paper 7923), Bonn, 68 S.

Abstract

"Selling internationally requires products that resonate with an international customer base and therefore an approach to markets that is in keeping with diverse cultures (i.e., relational capital). As emphasized by international business studies, this relational capital is in turn related to the successful teaming of a diverse workforce, as this process teaches employees to operate in multicultural environments. This knowledge becomes like an intangible asset to which firms can resort, also when engaging in international transactions. We explore this channel empirically, investigating the impact of workforce diversity on firms' exporting performances and find that ethnic diversity further justifies firms' different presence in international markets. Since hiring is not a random practice, and firms ultimately select into ethnically different labor forces, we exploit the EU enlargement of 2004 to instrument for the diversity of the pool of workers locally recruitable. Because migrants tend to settle where the attitude toward them is most favorable, we use the median voter's political ideology at firm's location to measure the hostility at time of settlement. This gives our instrument spatial variation besides time variation." (Author's abstract, IAB-Doku) ((en))

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Parrotta, Pierpaolo, Dario Pozzoli & Mariola Pytlikova (2014): Labor diversity and firm productivity. In: European Economic Review, Jg. 66, H. February, S. 144-179. DOI:10.1016/j.euroecorev.2013.12.002

Abstract

"Using a matched employer - employee data-set, we analyze how workforce diversity associates with the productivity of firms in Denmark, following two main econometric routes. In the first one, we estimate a standard Cobb - Douglas function, calculate the implied total factor productivity and relate the latter to diversity statistics in a second stage. This reduced-form approach allows us to identify which types of labor heterogeneity appear to descriptively matter. In the second approach, we move toward a richer production function specification, which takes different types of labor as inputs and that allows for flexible substitution patterns, and possible quality differences between types. Both methods show that workforce diversity in ethnicity is negatively associated with firm productivity. The evidence regarding diversity in education is mixed." (Author's abstract, IAB-Doku) ((en))

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Peni, Emilia (2014): CEO and Chairperson characteristics and firm performance. In: Journal of management & governance, Jg. 18, H. 1, S. 185-205. DOI:10.1007/s10997-012-9224-7

Abstract

"This paper focuses on the relationship between Chief Executive Officer (CEO) and Chairperson characteristics and firm performance. Specifically, the study examines the association between the characteristics of the CEO and the Chairperson of the board and firm performance. Using a sample of S&P 500 firms, the evidence found suggests that demographic and experience-related characteristics may be associated with the market valuation and financial performance of the firm. In particular, the reported results indicate a positive relationship between the presence of female CEOs or Chairs and firm performance, thus suggesting that gender-based differences may affect the CEO's/Chairperson's success. Moreover, the findings concerning the age of the CEO or Chair are mixed, while their experience and quality appear positively related to firm performance. Interestingly, a CEO or Chairperson holding multiple board seats is negatively associated with firm performance, whereas CEO duality has a positive relationship with Tobin's Q and the return on assets (ROA) of the firm." (Author's abstract, IAB-Doku) ((en))

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Smith, Nina (2014): Quota regulations of gender composition on boards of directors. In: CESifo DICE report, Jg. 12, H. 2, S. 42-48.

Abstract

"Female representation in boardrooms has increased only slowly in recent decades, despite the fact that an increasing proportion of women have succeeded in climbing at least a few steps of the career ladder within firms. From an economic point of view this evidence may reflect a loss of talent and human capital investments, and may cause an efficiency loss for firms. There are, of course, also other political arguments for a larger proportion of women getting onto boards of directors like fairness and equal opportunity, but this article focuses on the economic arguments for and against quotas on the gender composition of supervisory boards." (Author's abstract, IAB-Doku) ((en))

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Ale-Olsen, Harald, Pål Schøne & Mette Verner (2013): Diversity among Norwegian boards of directors. Does a quota for women improve firm performance? In: Feminist economics, Jg. 19, H. 4, S. 110-135. DOI:10.1080/13545701.2013.830188

Abstract

"Exploiting the Norwegian boards of directors' quota reform of 2003, this study evaluates the impact of increased diversity on firm performance. Applying difference-in-difference approaches to accounting data covering the period 2003 - 07, the paper compares the return on assets for non-finance public limited companies (PLCs) and ordinary limited companies (LTDs), whereof only the former were affected by the reform. The impact of the reform on firm performance is negligible. Neither changed return on total assets (ROA) nor changed operating revenues and cost can be attributed to the reform. However, following the reform PLCs have to a larger extent accumulated capital, financed by debt or by a combination of debt and own capital." (Author's abstract, IAB-Doku) ((en))

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Backes-Gellner, Uschi & Stephan Veen (2013): Positive effects of ageing and age diversity in innovative companies. Large-scale empirical evidence on company productivity. In: Human resource management journal, Jg. 23, H. 3, S. 279-295. DOI:10.1111/1748-8583.12011

Abstract

"This article investigates how age diversity within a company's workforce affects company productivity. It introduces a theoretical framework that helps integrate results from a broad disciplinary spectrum of ageing and diversity research to derive empirically testable hypotheses on the effects of age diversity on company productivity. It argues that first the balance between costs and benefits of diversity determines the effect of age diversity on company productivity, and that second the type of task performed acts as a moderator. To test these hypotheses, it uses a large-scale employer - employee panel data set. Results show that increasing age diversity has a positive effect on company productivity if and only if a company engages in creative rather than routine tasks." (Author's abstract, IAB-Doku) ((en))

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Brunow, Stephan & Bastian Stockinger (2013): Establishments and regions cultural diversity as a source of innovation. Evidence from Germany. (Norface migration discussion paper 2013-22), London, 33 S.

Abstract

"In the course of technological progress, industrialised countries have been undergoing a severe structural change, from largely service-based to increasingly knowledge-based societies and economies. This coincides with the continued globalisation of markets and production processes. In this context, the European Union (EU) has liberalised labour mobility sequentially, as one of several means ?become the most copetitive and dynamic knowledge-based economy in the world capable of sustainable economic growth? (European Council, 2000). Immigration is thus supposed to foster economic growth and prosperity. Therefore, the impact of immigration on the economy has become an important research ?eld, the so-called migrant impact analysis (MIA, see Nijkamp et al. 2012). MIA aims to identify positive and negative effects of immigration and can be categorized in a wide range of ?elds. One of these is the impact of immigration on economic performance and innovation. Private firms' ?innovation is the source of sustained growth (Romer, 1990) and an important indicator of economic performance in a knowledge-based economy. Empirical evidence on innovation in the U.S. provides evidence of a positive impact from the specifi?c characteristics of immigrants (Hunt and Gauthier-Loiselle, 2010; Kerr and Lincoln, 2010). Albeit not a ?classical? immigration country such as the United States, Germany has one of the largest migrant shares in Europe . However, immigrants in Germany are relatively low-quali?ed, which is only starting to change more recently (Bruecker and Ringer, 2008; Bruecker, 2013). Given this pessimistic outlook regarding the quantity and quality of immigrants to Germany, we assess whether the composition of migrants, i.e. their cultural diversity, can partly compensate for their low number and average skill level. We add to the MIA literature by investigating the relationship between establishments? cultural diversity and innovation outcomes in German business establishments. For this purpose we use a linked employer-employee data set that covers detailed workforce characteristics. Also, in the light of the literature on knowledge spillovers, there could be a spillover e┐ect from diversity at the regional level to the outcome of an individual establishment, which we consider as well. The paper is structured as follows. Section 2 derives a theoretical framework. Section 3 provides an overview of related previous evidence. Sections 4 and 5 describe the data and present the strategy and interpretation of our multivariate analysis. Section 6 concludes." (Text excerpt, IAB-Doku) ((en))

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Buche, Antje, Monika Jungbauer-Gans, Annekatrin Niebuhr & Cornelius Peters (2013): Diversität und Erfolg von Organisationen. In: Zeitschrift für Soziologie, Jg. 42, H. 6, S. 483-501., 2013-05-27.

Abstract

"Dieser Beitrag untersucht, ob eine heterogene Zusammensetzung der Belegschaften die Leistungsfähigkeit von Organisationen beeinflusst. Konflikttheoretische Argumentationen sprechen für negative Auswirkungen, ressourcenorientierte Ansätze für positive Effekte von Diversität. Diese Überlegungen werden für kulturelle und altersbezogene Diversität mit Daten des IAB-Betriebspanels und des Betriebs-Historik-Panels untersucht. In den Analysen wird nach der Betriebsgröße differenziert und neben der Diversität in der Gesamtbelegschaft auch jene der (hoch-)qualifizierten Beschäftigten betrachtet. Für kulturelle Diversität zeigen sich sowohl positive als auch negative Effekte, die je nach Betriebsgröße und Belegschaftsgruppen unterschiedlich stark ausfallen. Negative Produktivitätseffekte finden sich lediglich bei kleineren Betrieben während positive Wirkungen für alle Betriebsgrößen ermittelt werden. Bei größeren Betrieben ist zudem die Outputwirkung der Heterogenität unter den (hoch-)qualifizierten Arbeitskräften etwas ausgeprägter. Für die Altersdiversität lässt sich dagegen kein Produktivitätseffekt nachweisen." (Autorenreferat, IAB-Doku)