What is an equitable target percentage for women on corporate boards?

Lefley, Frank; Janeček, Václav

doi:10.1108/ccij-10-2022-0120

Cited by 6 publications

(16 citation statements)

References 63 publications

(125 reference statements)

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“…Matsa and Miller also observed that younger female directors replaced younger men and did not, therefore, decrease the board's average age structure. However, it was soon realised that some more qualified women had qualities that may enhance board decision-making (Lefley and Jane cek, 2022). Seierstad et al (2020) observed that although women were initially invited to join corporate boards just to build up the numbers, this eventually changed with companies becoming more selective.…”

Section: Previous Quota Experiencementioning

confidence: 99%

“…The corporate communications literature recently focussed on corporate board gender diversity, specifically looking at two central aspects: gender quotas and equitable target percentages for women on corporate boards (Hamplov a et al, 2022;Lefley and Jane cek, 2022). Hamplov a et al (2022) investigate if quotas will solve the issue of the lack of women on corporate boards and conclude (p. 752), "the evidence from this research shows that while quotas may not be a panacea and may not eliminate gender discrimination, they could tip the equilibrium towards greater equality".…”

Section: Introductionmentioning

confidence: 99%

“…Hamplov a et al (2022) investigate if quotas will solve the issue of the lack of women on corporate boards and conclude (p. 752), "the evidence from this research shows that while quotas may not be a panacea and may not eliminate gender discrimination, they could tip the equilibrium towards greater equality". In contrast, Lefley and Jane cek (2022) focus on an equitable target percentage for women on corporate boards. Both these papers focus on the numbers and not on the effectiveness of women on corporate boards.…”

Section: Introductionmentioning

confidence: 99%

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Board gender diversity, quotas and critical mass theory

Lefley¹,

Janeček²

2023

CCIJ

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PurposeThe corporate communications literature recently focused on corporate board gender diversity, specifically looking at two central aspects: gender quotas and equitable target percentages for women on corporate boards. This paper extends the debate by focusing on board gender diversity and critical mass theory.Design/methodology/approachThe paper gives a conceptual viewpoint on the issues raised in the literature on board gender diversity through a critical mass theory lens.FindingsFollowing the 2022 European Union (EU) directive, all EU member states will have to attain a 40% women representation on large corporate boards to achieve board gender diversity and what has been termed a “critical mass”. However, the literature indicates that gender diversity benefits may not be achieved if a critical mass is not composed of independent women directors who create a voice that produces a collective action. The authors highlight why a critical mass may not be achieved. The inconsistency in prior research linking corporate board gender diversity to economic performance may result from the critical mass of women directors not reflecting an independent collective action. However, as gender-diverse boards evolve, the authors argue that women will not just be seen as female directors but will be accepted on equal terms with their male counterparts and have an equal voice; gender will no longer be an issue and critical mass theory may then become irrelevant.Practical implicationsFrom a corporate communications perspective, this study will focus the minds of human resources (HR) professionals on the importance of the composition of women on corporate boards if the HR professionals wish to obtain the full potential benefits of board gender diversity. Theoretically, this study highlights the importance of critical mass and collective action when researching the economic benefits of corporate board gender diversity. Investment analysts may wish to look more closely at the structure of corporate boards and not just the numbers.Originality/valueThis paper gives a conceptual viewpoint on the critical mass theory and corporate board gender diversity, identifying that it is not just the numbers that are important but also the issue of minority independence and collective action, and this is, therefore, unique in this respect. Future research should identify if a critical mass (not just numbers) of women on corporate boards has been achieved. Only then that the linkage, based on critical mass theory, between board gender diversity and corporate performance/profitability can be made. Knowing whether board sizes are being increased to accommodate the added female directors would be also interesting, or will the new female directors replace existing male directors? However, the most important research question, once gender diversity has been achieved, could be: Is critical mass theory relevant with respect to board gender diversity?

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Section: Previous Quota Experiencementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Board gender diversity, quotas and critical mass theory

Lefley¹,

Janeček²

2023

CCIJ

Self Cite

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“…In fact, this study concurs with the idea that women are still a minority in newspaper boardrooms (Byerly, 2013; Byerly and McGraw, 2020). Furthermore, and as Lefley and Janecek (2022) recently put it, the target should not just be to place women in what is currently a masculinized board culture but to change this culture to reflect non-masculinity.…”

Section: Discussionmentioning

confidence: 99%

Female journalists who have reached the top: perceptions on communication, leadership, and gender bias in the Portuguese press

Cunha¹,

Martins²

2023

CCIJ

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PurposeThe purpose of this study is to understand challenges and constraints in reaching top leadership positions for women in the Portuguese press. Specifically, it aims at characterizing their communication and leadership styles, and at identifying main gender biases in newsrooms routines from their point of view.Design/methodology/approachA qualitative method was employed by conducting in-depth interviews with four women who have held higher management positions in Portuguese leading newspapers. Participants were asked to characterize their communication and leadership style, but also newsrooms environment, trying to understand how gender asymmetries persist and manifest. Results were analyzed using thematic analysis.FindingsWhile considering that Portuguese newsrooms are no longer environments marked by a sexist/macho environment, through increasing female participation, women still represent a minority in leadership. Leadership traits linked to male styles, including assertiveness and courage, were revealed, though mixed with a more participative/relational leadership. Also, female leaders regret when emotional ties with teams are not developed and recognized some degree of privilege towards other women through family support or not having children.Research limitations/implicationsThere is a limited number of interviews, although they represent the few top women leaders in Portuguese journalism.Practical implicationsPolicymaking recommendations derived from conclusions include participative leadership, implementing quotas, and monitoring tools of gender biases and special training.Social implicationsMedia literacy policies and open debates on main media outlets concerning female leadership and communication styles may contributes toward the acknowledgement of lingering gender biases in the industry.Originality/valueThis study contributes to a fuller insight into the identification of leadership and personal traits among women who managed to disrupt stigmas and break barriers. Their voices are seldom heard in studies focusing leadership, so results enable ascertaining whether there is a female way of leading in journalism and comprehending the sense of privilege these women perceive.

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“…The experience of quotas within the EU has been well documented by Mensi-Klarbach and Seierstad (2020), while Hamplov a et al (2022) ask, are quotas the solution? Lefley and Jane cek (2023a) raise the question of what is an equitable target percentage for women on corporate boards. Gender quotas requiring women to be included in leadership positions, including on corporate boards of leading companies, have flourished (Latura and Weeks, 2023).…”

Section: Introductionmentioning

confidence: 99%

Gender diversity on corporate boards: perceptions on quotas

Lefley,

Vychová,

Trnková

2023

CCIJ

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PurposeThis paper aims to seek the perceptions of potential future corporate managers and directors on the issues raised in the literature, especially recent articles in the corporate communications literature, concerning corporate board gender quotas. It focusses on the Czech Republic, where research on board gender diversity is sparse.Design/methodology/approachThe study is part of much more comprehensive research into board gender diversity. It adopts a questionnaire approach, with this paper focussing on 13 research statements. A Likert Scale of 1–4 (Strongly Agree; Agree; Disagree; Strongly Disagree) was applied to the perceived views expressed. The questionnaires were completed by university students at a public university in the Czech Republic during March–April 2023. A pilot questionnaire was conducted in February 2023, resulting in minor changes being made. The data is analysed using SPSS and MedCalc® statistical software.FindingsThere is overwhelming opposition to quotas, even from women. The opinions expressed by the respondents to this research, in many respects, support the literature, but there is unmistakable evidence of gender bias. Regarding the positive female benefits of quotas, male respondents disagreed; regarding the negative issues of quotas, male respondents agreed more than their female counterparts.Practical implicationsThe research findings have important implications for how women recruited through quotas may be received onto corporate boards – what challenges will they likely face? Some current female candidates for directorship, who would have been selected on merit and perceived as such by their male counterparts, may now be hesitant to apply for such positions if they are seen as being appointed due to quotas. Therefore, the selection procedure must continue to be based on merit and seen as such.Originality/valueOne of the important aspects of the paper is that it focusses on a country that has, until recently, resisted pressures to implement mandatory corporate board gender quotas; in this respect, it has a corpus of originality and value. The Czech Republic and other European countries will also be affected by the recent EU law on gender balance or corporate boards. The paper also highlights the perceptions of potential future directors on various issues of board gender quotas.

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What is an equitable target percentage for women on corporate boards?

Cited by 6 publications

References 63 publications

Board gender diversity, quotas and critical mass theory

Board gender diversity, quotas and critical mass theory

Female journalists who have reached the top: perceptions on communication, leadership, and gender bias in the Portuguese press

Gender diversity on corporate boards: perceptions on quotas

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