Gender diversity within R&amp;D teams: its impact on radicalness of innovation

Díaz-García, Cristina; Moreno, Ángela González; Sáez‐Martínez, Francisco J.

doi:10.5172/impp.2012.2236

Cited by 82 publications

(111 citation statements)

References 47 publications

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“…Finally we, include an indicator to capture any 'value of diversity' associated with a more diverse workforce (Diaz-Garcia et al 2013) 15 following Ostergaard et al (2011) and include both the proportion of female owners, partners and directors and a squared term to allow for any non-linear effects of gender balance.…”

mentioning

confidence: 99%

Investigating a neglected part of Schumpeter’s creative army: what drives new-to-the-market innovation in micro-enterprises?

Roper

Hewitt‐Dundas

2017

Small Bus Econ

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Schumpeterian arguments related to creative destruction place small, entrepreneurial firms at the centre of the innovation process. The exclusion of microenterprises (with less than 10 employees) from most innovation surveys means, however, that we know relatively little about innovation among this group of firms. Here, using new survey data on a thousand micro-enterprises, we explore the determinants of new-to-the-market innovation, the basis for the Schumpeterian creative destruction (CD) process. Our results provide strong support for the interactive nature of micro-enterprise innovation and suggest the potential value of a model of interactive creative destruction (ICD). Contrary to some other recent evidence, market-based and supplier-based collaboration both prove important for new-to-the-market innovation. Our results suggest the importance of micro-enterprises as sources of new-to-the-market innovation and the potential value of including such firms in future innovation studies.

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mentioning

confidence: 99%

Investigating a neglected part of Schumpeter’s creative army: what drives new-to-the-market innovation in micro-enterprises?

Roper

Hewitt‐Dundas

2017

Small Bus Econ

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“…In addition, recent studies have found that companies with a more balanced gender composition are more innovative than companies with a high concentration of one gender [29,30]. Increased innovation is reason enough for academic departments to recognize and value gender diversity.…”

Section: Gender Diversity Policymentioning

confidence: 99%

Women for a Change: Closing the Leadership Gap

Soklaridis

López

2014

Acad Psychiatry

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In the fall of 2013, the first author (SS) attended the Association for Academic Psychiatry's annual meeting in Charleston, South Carolina. During a panel discussion on the second day, the issue of why there are so few women leaders in psychiatry did not simply emerge-it exploded, so much so that it was a challenge for the highly skilled facilitator of the discussion to move the conversation away from gender and into other areas of navigating a career as a psychiatric educator. At the workshops, conversations and questions invariably led back to this concern about the lack of women leadership in psychiatry.Women and leadership is a hot topic, not only in the sense of its public popularity, but also in the strong beliefs and contested opinions it elicits about why so few women hold leadership positions. In post-AAP conversations, we reflected on the genuine concern expressed by conference participants who were courageous enough to speak about a topic that often provokes visceral, and sometimes vitriolic, reactions. Our conversations led us to consider how the dialogue generated during the AAP conference on the topic of women and leadership in psychiatry has deep roots in our current social and cultural environment. We discussed how a North American post-feminist culture that places such a high value on individualism influences how we develop, promote, and retain women aspiring to assume and be successful in leadership roles. The lack of women in leadership roles is not unique to psychiatry. This article provides a brief overview of feminism, post-feminism, and individualism as a means of grounding the conversation. We also offer considerations on which leaders in departments of psychiatry may reflect as they work toward maximizing female talent in their settings. Feminism, Post-feminism, and IndividualismThere are many "feminists" and many different theories. Modern feminism, however, can be grouped into three waves: The first wave spanned the late nineteenth century to the early twentieth century; the second wave occurred between the early 1960s and the late 1980s; and the third wave began in the early 1990s and continues today into post-feminism.The first wave of feminism emerged in the context of industrial society, liberal politics, and the movement to abolish slavery. Its goal was to create access and equal opportunities for women, with a focus primarily on suffrage but also on access to education and health care; the right to work, possess money, and own property; and women's right to themselves and their own bodies. First-wave feminists spent years in activism that can be traced back to the Middle Ages. Most people consider the first wave to have ended when women were granted the right to vote.Second-wave liberal feminism of the 1960s and 1970s emerged in the context of postwar Western welfare societies and the civil rights movement. The second wave focused on expanding equal opportunities for women within our existing social, economic, and political system. It was widely believed that our societal systems...

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“…Sin embargo, la mayoría de estos trabajos evalúan este efecto sólo en equipos de alta dirección, salvo casos excepcionales como Østergaard et al (2011) que lo analiza a nivel de empresa, Fernández-Sastre (2015) en los equipos de I+D y Díaz- García et al (2013) en los empleados de I+D, lo que constata la necesidad de mayor evidencia empírica.…”

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El Efecto De La Diversidad De Género Y El Nivel Educativo en La Innovación

2017

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The effect of gender diversity and education level on innovation RESUMENEl objetivo de este trabajo es analizar el impacto de la diversidad de género y el nivel educativo de los empleados de I+D en la innovación. Para ello, empleamos como fuente de información la encuesta de innovación tecnológica en España, que pertenece al plan general de estadísticas de la Unión Europea (Eurostat). Con una muestra de 7.962 empresas, en su mayoría pequeñas, los resultados revelan que la diversidad de género y el nivel educativo de los empleados de I+D influyen positivamente de forma individual en la innovación de producto, aunque no se encuentra un impacto significativo del efecto conjunto.PALABRAS CLAVE | Innovación, diversidad de género, nivel educativo, I+D, innovación de producto. RESUMO O objetivo deste trabalho é analisar o impacto da diversidade de gênero e do nível educacional dos funcionários da I+D na inovação. Para tanto, empregamos como fonte de informação a pesquisa de inovação tecnológica na Espanha, que faz parte do plano geral de estatísticas da União Europeia (Eurostat). A partir de uma amostra de 7.962 empresas -em sua maioria, pequenas -, os resultados revelam que a diversidade de gênero e o nível educacional dos funcionários da I+D influenciam positivamente, de forma individual, a inovação de produto, embora não se encontre uma influência significativa do efeito conjunto. PALAVRAS-CHAVE |

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Gender diversity within R&D teams: its impact on radicalness of innovation

Cited by 82 publications

References 47 publications

Investigating a neglected part of Schumpeter’s creative army: what drives new-to-the-market innovation in micro-enterprises?

Investigating a neglected part of Schumpeter’s creative army: what drives new-to-the-market innovation in micro-enterprises?

Women for a Change: Closing the Leadership Gap

El Efecto De La Diversidad De Género Y El Nivel Educativo en La Innovación

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