The COVID-19 crisis has sparked new interest in the resilience of organizations in the face of a widespread crisis on the scale of the pandemic. A study by a team of scholars from La Rioja University in Spain and the University of Surrey in the UK identified a surprising negative factor in determining the firm […]
Read More… from Innovation, Resources, and Resilience to Crises
As more politicians and courts turn against Diversity Equity Inclusion (DEI) programs, more firms and organizations are proactively dropping these programs to avoid future lawsuits. How will this trend impact the prospect for future gender equality in the workplace? A team of legal scholars from Vanderbilt University, the University of Virginia, and the University of […]
Read More… from DEI Under Fire and the Future of Gender Equality
The retirement of boomers from the workforce offers opportunities for companies to fulfill their promise to diversify their leadership by encouraging and enabling more women, LGBTQ+, people of color, Native Americans, and any other members of non-dominant social groups to move into senior roles. However, many barriers remain for this new generation of diverse leaders, […]
Read More… from Developing Psychological Capital for Aspiring, Diverse Leaders
The poor numbers relating to gender diversity that is, the significant underrepresentation of women in positions of leadership in business are well known. Gender diversity is not just a question of numbers, however: companies with greater parity between men and women are likely to be more economically successful than companies where men dominate, according to […]
Read More… from Companies with Gender Diversity Make Better Investments
In November 2020, the advocacy group Women in Banking and Finance launched a four-year research program, entitled Accelerating Change Together, to address gender and diversity issues in the financial and professional services sectors. WIBF commissioned the London School of Economics The Inclusion Initiative, led by LSE Prof. Grace Lordan, to conduct research on its behalf. […]
Read More… from Diversity-Friendly Work Approaches in the Post-Pandemic Workplace
Prior research has revealed a ‘glass cliff’ phenomenon: Companies in crisis situations are more likely to appoint women top managers than companies that are not in trouble. These disproportionate crisis appointments often set up women executives to fail. Some have argued that companies in crisis appoint women as top managers because of stereotypical beliefs by […]
Read More… from How Signaling Motives Send Women Managers Towards the “Glass Cliff”
Drawing from a unique database of information spanning 25 years and taking a unique approach to defining work, a team of European researchers offer a mix of expected and unexpected insights into the progress of women in the workplace. The study, sponsored by the European Commission’s Joint Research Study, based its findings on an analysis […]
Read More… from Men Continue to Have the Best Tasks in the Workplace
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
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
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
