Gender disparity in the C-suite: Do male and female CEOs differ in how they reached the top?

Fitzsimmons, Terrance W.; Callan, Victor J.; Paulsen, Neil

doi:10.1016/j.leaqua.2013.08.005

Cited by 119 publications

(130 citation statements)

References 70 publications

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“…Stakeholders included male and female policy-makers, government, artists and arts executives on arts boards in Australia. Previous research has identified that fewer than 30 interviews provides theoretical saturation (Fitzsimmons et al 2014). In our study, data saturation was reached with the number of interviews conducted for each group.…”

Section: Samplementioning

confidence: 99%

“…Interviews lasted between 40 min and one-and-ahalf hours. Variations in length of interviews could have been seen as problematic, but women tend to take longer in discussing personal narratives; hence, differences in interview length are to be expected (Fitzsimmons et al 2014). In addition, frequent checking between interviewee and interviewer in the note-taking process made some interviews longer, but it also made them interactive, allowing for corrections to be made at the time.…”

Section: Interviewsmentioning

confidence: 99%

See 1 more Smart Citation

Gender and Ethnic Diversity on Boards and Corporate Responsibility: The Case of the Arts Sector

Azmat

Rentschler

2015

J Bus Ethics

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This study provides insights on sector-specific characteristics, challenges and issues that affect corporate responsibility (CR) in relation to ethnicity and gender on arts boards. Using stakeholder theory, the study explores how arts board composition (e.g. gender and ethnicity) sets the scene for dynamics that affect CR. Data analysis is based on interviews with 92 board members and stakeholders sitting on 66 arts boards in Australia. Results suggest that the dynamism of gender and ethnic diversity on arts boards makes them responsive to CR; however, their presence does not always lead to CR. For diverse boards to lead to CR, our findings indicate the significance of board member attributes of passion, skill and capability of developing networks, irrespective of gender and ethnicity. The article advances understanding of the implications and relevance of ethnic and gender diversity on nonprofit boards and contributes to an important yet underresearched body of literature.

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Section: Samplementioning

confidence: 99%

Section: Interviewsmentioning

confidence: 99%

Gender and Ethnic Diversity on Boards and Corporate Responsibility: The Case of the Arts Sector

Azmat

Rentschler

2015

J Bus Ethics

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“…Internasjonal forskning har betonet at interesse og personlig driv for topplederrollen utvikles fra tidlige alder, og at opplevelser i utdanningssystemet er saerlig viktig for kvinners ambisjoner (Fitzsimmons, Callan & Paulsen, 2014). Sterk utdanningsbakgrunn framstår som vesentlig for å nå toppen (Hurley & Choudhary, 2016).…”

Section: Karrieredrivereunclassified

Underveis Menns og kvinners lederkarrierer

Colbjørnsen¹,

Knudsen²

2018

TfS

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Professor emeritus, Universitetet i Stavanger knud.knudsen@uis.no SAMMENDRAG I denne artikkelen undersøkes hvordan mannlige og kvinnelige lederes karrierer preges av stiavhengighet, ulike karrieredrivere og generasjonsforskjeller. Analysen er dels basert på paneldata fra AFFs lederundersøkelser, og følger et representativt utvalg av norske ledere i midtfasen av deres karrierer mellom 1999 og 2011. Funnene viser at menn starter på et høyere stillingsnivå og investerer mer tid i lederjobben, men at kvinner som blir stående i lederkarrieren, siden kan lykkes med å ta igjen noe av menns forsprang. Høy utdanning og jobb i privat sektor er viktige karrieredrivere for kvinner, mens det for menn tilsynelatende handler om å komme godt ut i starten og vaere villig til å jobbe lange dager. Kvinnelige ledere som befant seg tidlig i karrieren i 2011, hadde et mer gunstig utgangspunkt for videre karriere enn de som startet ut tolv år tidligere. Artikkelen viser hvordan panel-og kohortanalyse kan utvide forståelsen av menns og kvinners karriereløp, og peker avslutningsvis på hvordan slike tilnaerminger kan utvikles videre.

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“…Além do "teto-de-vidro", alguns autores têm estudado o fenômeno do "penhasco-de-vidro" ou glass cliff (Fitzsimmons;Callan;Paulsen, 2014;Ryan et al, 2016), que trata da colocação de mulheres em posições de liderança quando a empresa está em situação mais arriscada, uma vez que são consideradas mais equipadas para lidar com a crise.…”

Section: Diversidadeunclassified

Diversidade nas organizações a partir da análise de artigos brasileiros (2003-2016)

Matte¹,

Santos

2017

Desenv

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Resumo: O objetivo deste artigo é entender como a temática da diversidade nas organizações é abordada em artigos brasileiros da seguinte maneira: de 2003 a 2014, a busca foi realizada nos anais da Enanpad e, de 2014 a 2016, em artigos disponíveis na base de dados Spell. Além de mapear a evolução do conceito na academia e suas aplicações nas organizações, objetiva identifi car em que direção a produção acadêmica avançou e as tendências organizacionais referentes ao tema. Após a busca a partir da palavra-chave Diversidade e a aplicação dos fi ltros, foram analisados 8 artigos de periódicos e 54 artigos apresentados no congresso. Para a análise, utilizou-se a técnica de análise de conteúdo e software NVivo10. Percebeu-se que os resultados indicam que os artigos não apontam vantagens ou desvantagens das empresas em lidar com a diversidade. O foco principal dos artigos foi a identifi cação da existência da gestão da diversidade nas organizações e se ela é respeitada. Os resultados dos artigos apontam que a maioria das empresas estudadas ainda não possuem uma política de gestão da diversidade. Os artigos trazem, principalmente, casos referentes à diversidade de gênero e pessoas com defi ciência e poucos estudos relacionados à diversidade de raça. Palavras-chave:Gestão da Diversidade; Diversidade; Minorias. Diversity in organizations from Brazilian papers analysis (2003-2016)Abstract: The purpose of this article is to understand how the theme of diversity in organizations is approached in Brazilian papers as follows: from 2003 to 2014 the search was performed in the annals of Enanpad and from 2014 to 2016 in the Spell database. In addition to mapping the concept evolution in academia and its applications in organizations, it aims to identify the direction in which academic production has advanced and the organizational trends related to the theme. After searching the keyword Diversity and the application of fi lters, we analyzed 8 papers from periodicals and 54 papers presented at the congress. The analysis of content and software NVivo10 were used for the analysis. We realized that the results indicate that the papers do not point out advantages or disadvantages of the companies in dealing with the diversity. The main focus of the papers was the identifi cation of the existence of diversity management in organizations and whether it is respected. The results of the papers indicate that most of the companies studied do not yet have a Diversity Management policy. The papers include cases related to gender diversity and people with disabilities and few studies related to racial diversity.

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Gender disparity in the C-suite: Do male and female CEOs differ in how they reached the top?

Cited by 119 publications

References 70 publications

Gender and Ethnic Diversity on Boards and Corporate Responsibility: The Case of the Arts Sector

Gender and Ethnic Diversity on Boards and Corporate Responsibility: The Case of the Arts Sector

Underveis Menns og kvinners lederkarrierer

Diversidade nas organizações a partir da análise de artigos brasileiros (2003-2016)

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