Patricia Gabaldon

Searching for Women on Boards: An Analysis from the Supply and Demand Perspective

Manuscript Type Review Research Question/Issue This paper seeks to provide a systematic review of the multidisciplinary theoretical approaches to women on boards in order to understand the factors that hinder and facilitate the access of women to boards, to show the instruments that can be used to promote women to senior corporate positions, and to outline a research agenda suggesting gaps that still need to be filled. Research Finding/Results Womens access to boards appears to be fragmented in research silos from a variety of areas, lacking a comprehensive view that provides instruments to overcome the barriers hindering the access of women to corporate boards. More in particular, this paper has found very little scientific analysis to understand what instruments can be the most efficient in eliminating barriers for women to reach boardrooms given different cultural environments. Theoretical Implications This paper aims to create a comprehensive framework for understanding the presence of women on boards and for indicating existing gaps to be filled by new research in the future. This framework will help future researchers in analyzing specific instruments and to measure their efficiency in eliminating gender imbalance. Depending on the approach taken for research, the theoretical backgrounds used vary. While on the supply side the predominant theories are gender role theory, gender self-schema, and work–family conflict, the demand side is based on gender discrimination, human and social capital theory, resource dependence theory, and institutional environment theory. Practical Implications This research provides suggestions to typify causes and provide nuanced policy tools to promote women into leadership positions. Future lines of research are proposed to fill the gaps in understanding female representation in top management positions.

Female directors and the media: stereotypes of board members

Purpose – This paper aims to analyze the research in this field on the portrayal of women and the effect this has on boards and corporate image, as well as to propose a theoretical framework for further research on the effects of media stereotypes. The theoretical model aims to analyze the media’s effect on female board members, and how this helps in the process of changing stereotypes or whether it consolidates existing preconceptions. Design/methodology/approach – This paper reviews the existing literature on the subject and proposes a theoretical model for future research, contributing thus in opening a new line of research in the field of the roles of women on boards. Findings – The conclusions reached will have important consequences for the future of women on boards in relation to three fundamental issues: the types of women that join boards of directors, the type of female profile companies search for and the roles women are expected to play on those boards. Research limitations/implications – The ...

Measures of success for self-employed mothers in Spain

Purpose – The purpose of this paper is to investigate alternative measures to better understand and measure success for self-employed mothers in addition to the usual financial indicators. Design/methodology/approach – The present study is a comparative analysis of time spent at work and undertaking childcare by female workers with children in Spain between 2009 and 2010, using a combination of descriptive statistics and linear regression analysis based on the Time-Use Survey 2009-2010. Findings – The results of the paper indicate that self-employed working mothers tend to spend more time with their children when these are under the age of ten, and that they work longer hours than salaried mothers. Research limitations/implications – This paper has some limitations due to the quantitative approach to secondary data. Further qualitative research could clarify some of the findings; moreover the study is based on Spain, so extending to other countries would help validate the results. Social implications – Po...

Gender Diversity in the Boardroom: The Multiple Versions of Quota Laws in Europe

The aim of this chapter is to discuss and make sense of similarities and differences with regard to the quota laws adopted within the eight countries discussed in this volume: Norway, Spain, Iceland, France, Italy, Belgium, the Netherlands and Germany. They all have, to date, introduced quota laws which are in many debates perceived as a unique tool to increase gender diversity on boards. What is evident is that a wide range of enabling/hindering forces, including the corporate governance structures, traditions, actors and history of equality initiatives, have led to significant variations in terms of approaches taken to increase the share of women on boards in the respective countries. It is also important to take these forces into consideration when making sense of the content, scope and acceptance of respective national quota laws.

Setting the Scene: Women on Boards: The Multiple Approaches Beyond Quotas

This chapter sets out to provide an introduction to Gender Diversity in the Boardroom: European Perspectives on increasing female representation—Multiple approaches beyond quotas. We provide a rationale for focusing on the eight European countries; UK, Portugal, Slovenia, Austria, Sweden, Denmark, Switzerland and Hungary as well as including an international outward looking chapter in this edited volume. These are all examples of countries that have not, to date, introduced quota regulations for private sector boards. Yet we acknowledge that although quotas have not been introduced in the respective countries, the majority of countries have some sort of initiatives in relation to increasing the share of women on boards and discussions are flourishing in academic, political and private sector circles. Nevertheless, we see great variations in the design and approach among the countries and we observe a wide range of enabling and hindering forces important to acknowledge in order to understand the different country contexts.

Setting the Scene: Women on Boards in Countries with Quota Regulations

The underrepresentation of women on corporate boards in Europe and across the world has received increased attention, especially over the last 15 years. Although there is an overall consensus that increasing the share of women in areas of power and influence is important for a number of reasons, the best manner in which to accelerate the process has been debated both between and within countries. Consequently, with an increased focus on women on boards and the use of substantially different strategies among countries, we argue that that there is a need for a better understanding of what is happening within the European setting in relation to women on boards and the use of strategies.

Gender Diversity in the Boardroom: The Multiple Approaches Beyond Quota Regulations

The aim of this chapter is to discuss and make sense of similarities and differences with regards to the situations and approaches to increase the share of women on boards within the eight European countries presented in this volume: UK, Portugal, Slovenia, Austria, Sweden, Denmark, Switzerland and Hungary. The countries have not, to date, introduced quota laws for corporate boards, which are in many debates and other countries perceived as a unique tool to increase gender diversity on boards. What is evident is that a wide range of enabling/hindering forces, including the corporate governance structures, traditions, actors, and history of equality initiatives have led to significant variations in terms of approaches taken to increase the share of women on boards in the respective countries.

Gender Diversity on Boards in Spain: A Non-mandatory Quota

In 2007, Spain became the first country in the European Union to implement a recommended gender quota law for women’s participation on boards. The quota required a 40% gender diversity to be achieved by 2015. Not only was this figure not achieved, however, but by 2016 the representation of women on boards of listed companies stood at only around 20%. The reasons behind this delay are resistance on the part of corporations, a potentially low number of women ready to join boards, and a temporary downgrading of the importance of gender equality as a result of austerity measures in the economic recession.