Gender, Diversity und der wirtschaftliche Erfolg von Unternehmen
Steigert eine diversitätsfördernde und gleichstellungsorientierte Personalstrategie den wirtschaftlichen Erfolg von Unternehmen? Ist die Berufung von Frauen in den Aufsichtsrat und Vorstand eines Unternehmens Garant für eine verbesserte Performance?
Diese Infoplattform stellt Studien vor, die auf Team- und Unternehmensebene analysieren, wie sich heterogene Personalstrukturen auf den Unternehmenserfolg auswirken.
-
Literaturhinweis
Gender Diversity in Forschernachwuchsgruppen: höhere wissenschaftliche Erträge werden nicht erreicht (2011)
Unger, Birgit;Zitatform
Unger, Birgit (2011): Gender Diversity in Forschernachwuchsgruppen. Höhere wissenschaftliche Erträge werden nicht erreicht. In: Femina politica. Zeitschrift für feministische Politik-Wissenschaft, Jg. 20, H. 1, S. 173-175.
Abstract
Der Artikel ist eine fokussierte Kurzfassung einer Untersuchung der Autorin zur Heterogenität und Performance von Forschernachwuchsgruppen aus 2010. (IAB)
-
Literaturhinweis
Diversity, social goods provision, and performance in the firm (2010)
Fisher Ellison, Sara; Greenbaum, Jeffrey; Mullin, Wallace P.;Zitatform
Fisher Ellison, Sara, Jeffrey Greenbaum & Wallace P. Mullin (2010): Diversity, social goods provision, and performance in the firm. (CESifo working paper 3171), München, 33 S.
Abstract
"The last decade has seen a growing interest among economists on the effect of diversity on the provision of social goods and the stock of social capital. Indeed, in the workplace, cooperation, trust, and other social goods may be important elements of the smooth functioning of an office, but firm owners ultimately care about an office's performance, as reflected in revenues, costs, and profits. We explore this next logical question: how does diversity affect ultimate performance? We have a unique data set from a firm which operates numerous small offices in the United States and abroad. They have provided us with eight years of individual-level employee survey data, which measure quantities such as level of cooperation, as well as office-level measures of diversity and performance over that period. We find some evidence that more homogeneous offices enjoy higher levels of social goods provision but that those offices do not perform any better and may actually perform worse. We speculate that one possible reason that the more homogeneous offices do not perform better despite higher levels of social goods provision is that they do not have as diverse a portfolio of skills, talents, and interests on which to draw." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Women at the top of corporations: making it happens. Women matter 2010 (2010)
Abstract
"Women Matter 2010 is the fourth in the series of McKinsey & Company's Women Matter research projects assessing if and how women leaders contribute to companies' performance. In 2010, the Women Matter study shows that although a majority of leaders recognize the impact of gender diversity on business performance, this belief does not translate into actions. Indeed, gender diversity is not high on companies' strategic agenda and the implementation of dedicated programs remains limited overall. The 2010 Women Matter study also reveals that some measures tend to be more effective than others in increasing gender diversity in top management, in particular CEO commitment and women's individual development programs. The lessons of this study clearly indicate a way forward to an effective gender-diversity ecosystem in corporations." (Author's abstract, IAB-Doku) ((en))