Despite the overwhelming consensus in favour of improving career and leadership opportunities for women in business, diversity statistics continue to demonstrate that best intentions have not led to results. The London School of Economics’ Inclusion Initiative, in partnership with the advocacy organization Women in Banking and Finance (WIBF), conducted a qualitative study to identify the […]
Read More… from Success Keys for Women in the Finance Sector
More and more firms with ongoing recruitment of professionals use computer algorithms to screen job applicants. The screening process is based on past history: the algorithm compares a candidate’s profile with the profiles of past successful candidates—success in terms of being selected for an interview and success in terms of accepting an eventual job offer. […]
Read More… from Exploration Algorithms Increase Diversity of New Hires
Women leaders must manage conflicting stereotypical role expectations. Their gender role expectations are centred on what psychologists call communal attributes, such as kindness, empathy and nurturing. At the same time, their leadership role expectations involve agency attributes, such as being aggressive and self-confident. These simultaneous, contradictory expectations often trap women leaders in no-win situations. On […]
Read More… from How Women Leaders Overcome Conflicting Expectations
The world of business, and society at large, accepts the need for greater diversity at the highest levels of business, government and other domains. This general consensus, however, has not translated into full-scale change. Research into the influence of descriptive social norms on the behaviour of corporate decision makers offers some new understanding into why […]
Read More… from How Diversity Social Norms Let Companies Off the Hook
Women continue to be vastly under-represented at the top levels of business, with recent figures in the U.S. indicating that less than 5% of major corporations CEOs are women, and less than 20% of corporate board directors are women. What accounts for this continuing gender disparity? This question, according to University of Virginia professor and […]
Read More… from Demand vs. Supply: The Future of Women in Top Leadership
Interest in the need to develop training programs for women entrepreneurs is growing, especially in developing countries where the potential influence of women entrepreneurs is significant. In these countries, woman entrepreneurs are often the first women in their families to receive an education or training. They also offer much-needed leadership models for girls and women […]
Read More… from Influences on Entrepreneurial Training for Women
The dearth of female leaders in industry, despite the stated intentions of most companies and organizations to encourage diversity and promote women, is well documented. Past studies in this field have focused in large part on the actions and biases of (mostly male) leaders, or on the career choices of women (e.g., fewer women training […]
Read More… from Male Subordinate Bias Against Female Bosses: The Evidence from Schools
Today’s unprecedented quad-gen workforce (baby boomers, Gen X, millennials, Gen Z) presents unique challenges for employers who must try to engage all four generations. Although having different backgrounds and histories, all four generations agree on the important of job flexibility and, according to a recent study on the subject by Henley Business School, many believe […]
Read More… from The Opportunity and Challenge of the Four-Day Working Week
From its founding, Amazon has been a socially liberal company, notable for its active involvement in LGBTQ issues. Its Seattle, Washington headquarters is embedded in the Northwest, a socially liberal part of the country. Embeddedness refers to an employee’s ties and connections to a company (on-the-job embeddedness) or to a community in which the company […]
Read More… from What If Amazon Had Chosen Atlanta? Implications on Community and Corporate Identity
While it is well documented that women earn less than men, a series of three studies examined whether agreeableness had an impact on this wage inequality — that is, whether men and women being agreeable or disagreeable changed the equation. Agreeableness incorporates attributes such as being trusting, altruistic, compliant, modest and tender-minded. Disagreeableness refers to […]
Read More… from Why Are Disagreeable Men Being Rewarded for Being Disagreeable?
