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.
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Literaturhinweis
Das deutsche Diversitäts-Dilemma: German Diversity Monitor 2021 (2021)
Wagner, Victoria; Ackermann, Antonia; Antoni, Natalie; Schulz, Nadine; Kijas, Shana;Zitatform
(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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Literaturhinweis
Gender Diversity in Firms (2020)
Azmat, Ghazala; Boring, Anne;Zitatform
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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Literaturhinweis
Gender Diversity in Firms (2020)
Azmat, Ghazala; Boring, Anne;Zitatform
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))
Ähnliche Treffer
auch erschienen als: IZA policy paper , 168 -
Literaturhinweis
Labor force diversity and firm survival (2020)
Zitatform
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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Literaturhinweis
Family-friendly organizational arrangements - anything but "a fuss" (over nothing)! (2020)
Zitatform
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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Literaturhinweis
Where women make a difference: Gender quotas and firms' performance in three European countries (2020)
Zitatform
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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Literaturhinweis
Diversity wins: How inclusion matters (2020)
Dixon-Fyle, Sundiatu; Hunt, Vivian; Dolan, Kevin; Prince, Sara;Zitatform
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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Literaturhinweis
Gender diversity in corporate boards: Evidence from quota-implied discontinuities (2020)
Kuzmina, Olga; Melentyeva, Valentina;Zitatform
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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Literaturhinweis
Board gender diversity and cost of equity (2020)
Zitatform
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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Literaturhinweis
Women on Top Management Teams and Firm Performance in German Medium-Sized Enterprises: The Moderating Role of Recruiting Source (2020)
Reineke, Kristina; Kabst, Rüdiger; Steinmetz, Holger; Isidor, Rodrigo;Zitatform
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))
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Literaturhinweis
Female leadership and firm performance (2019)
Beltran, Arlette;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))
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Literaturhinweis
The direct and indirect impact of gender diversity in new venture teams on innovation performance (2019)
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))
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Literaturhinweis
Diversity networks: Networking for equality? (2019)
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))
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Literaturhinweis
Unternehmensmonitor Familienfreundlichkeit 2019 (2019)
Hammermann, Andrea; Stettes, Oliver; Schmidt, Jörg;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)
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Literaturhinweis
Age diversity and innovation: Do mixed teams of old and experienced and young and restless employees foster companies innovativeness? (2019)
Hammermann, Andrea; Schmidt, Jörg; Niendorf, Matthias;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)
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Literaturhinweis
Birds, birds, birds: Co-worker similarity, workplace diversity, and voluntary turnover (2019)
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))
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Literaturhinweis
Perceived roles of women directors on supervisory boards: insights from a qualitative study (2019)
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))
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Literaturhinweis
Diversity Champions: BCG Gender Diversity Index 2019: Auszüge aus der Studie (2019)
Lorenzo, Rocío; Voigt, Nicole; Welpe, Isabell;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) -
Literaturhinweis
Diversität in öffentlichen Einrichtungen: Antidiskriminierungs- und Gleichstellungsdaten in der Praxis. Ergebnisse einer Piloterhebung unter Führungskräften der Berliner Verwaltung und Unternehmen mit Mehrheitsbeteiligung des Landes (2018)
Aikins, Joshua Kwesi; Bartsch, Samera; Gyamerah, Daniel; Wagner, Lucienne;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) -
Literaturhinweis
Female board directorship and firm performance: what really matters? (2018)
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))