Research has shown that men and women are similar in their capabilities and management competence; however, there appears to be a glass ceiling which poses invisible barriers to their promotion to management positions. One explanation for the existence of these barriers lies in stereotyped, biased attitudes toward women in executive positions. This study supports earlier findings that attitudes of men toward women in executive positions are generally negative, while the attitudes of women are generally positive. Additionally, (...) we found that an individual's level of cognitive moral development correlates significantly with attitudes toward women executives. Limitations of the present study and implications for ethics and diversity training in organizations are discussed. (shrink)

This article focuses on service provision for women who are involuntarily referred under the UK Mental Health Act (1983) into medium and high security care in England and Wales. We explore how physical and procedural security in such settings is prioritized over relational care (see also Fallon Report, Department of Health, 1999a and NHS Executive, 2000 – Tilt Report). We are not arguing against the importance of protecting the public from the acts of dangerous members of our society. However, (...) we are arguing that many of the women in our secure services are inappropriately placed and receive inappropriate forms of treatment and care. Rather than physical security, it is high relational care, which the women require. Further, we argue that current service provision often re-produces forms of violence and violation which have marked many of women's lives prior to their entry into the secure system. (shrink)

In this article, we discuss the relationships between discrimination, harassment, and the glass ceiling, arguing that many of the factors that preclude women from occupying executive and managerial positions also foster sexual harassment. We suggest that measures designed to increase numbers of women in higher level positions will reduce sexual harassment. We first define and discuss discrimination, harassment, and the glass ceiling, relationships between each, and relevant legislation. We next discuss the relationships between gender and sexual harassment, emphasizing (...) the influence of gender inequality on sexual harassment. We then present recommendations for organizations seeking to reduce sexual harassment, emphasizing the role that women executives may play in such efforts and, importantly, the recursive effects of such efforts on increasing the numbers of women in higher level positions in organizations. (shrink)

While a number of studies have examined the impact of gender/sex on ethical decision-making, the findings of this body of research do not provide consistent answers. Furthermore, very few of these studies have incorporated cross-cultural samples. Consequently, this study of 222 American and Spanish business executives explored sex differences in ethical judgments and intentions to act ethically. While no significant differences between males and females were found with respect to ethical judgments, females exhibited higher intentions to act more ethically (...) than males. This difference was true of both U.S. and Spanish executives. Further research is warranted to develop a clearer understanding of the linkage between ethical judgment and intention to act in an ethical manner. These findings have implications for global firms, particularly regarding codes of conduct and ethics training. (shrink)

In a developing profession, emphasis is placed on two key ingredients for a successful climb to the executive suite — namely, interpersonal skills and an appropriate personality structure than can cope with forms of stress and uncertainty. The data presented in this study were collected from one of the major accounting firms and offers insights into men and women on the upward climb within the accounting profession. Analysis of this data shows that although appropriate personality characteristics are predicated on (...) a male managerial model, women and men perceive themselves similarly with respect to these characteristics. However, others' perceptions of women, male accountants as well as clients, seemed more skeptical of women's ability to succeed. Furthermore, there are indications that women and men have different job assignments along their career paths. Our data collected in the latter half of the seventies tend to corroborate many of the findings in the first half — in general women are not perceived as ready for the managerial climb. (shrink)

This article explores why women are rarely executed and examines the execution of four women in the Post-Furman Era, focusing on the execution of Karla Faye Tucker.

Women entrepreneurs innovate, initiate, engage, and run business enterprises to contribute the domestic development. Women entrepreneurs think and start taking risks of operating enterprises and combine various factors involved in production to deal with the uncertain business environment. Entrepreneurship and technological innovation play a crucial role in developing the economy by creating job opportunities, improving skills, and executing new ideas. It has a significant impact on the income of the household. The study focused on investigating the role of (...) women’s entrepreneurship and innovation technologies in contributing to household income in the challenging situation of the pandemic COVID-19. The paper emphasized identifying the determinants of female entrepreneurial contribution toward household income. This study collected data from selected rural and urban areas of district Faisalabad through a self-administered questionnaire. Investigators interviewed female entrepreneurs and chose them through the snowball sampling technique from a population of purposively selected female-run businesses. Interviews were conducted with women entrepreneurs to gather relevant information for the survey investigation at their workplaces and home. The effects of various factors, including age, education, family size, income from other sources, time allocated to entrepreneurial activity, firm size, and location (rural/urban) were estimated empirically using an ordered logit model. The study findings exhibited a positive and significant role of respondents’ education, family size, time allocated to entrepreneurial activities, and firm size. The survey outcomes also indicated that the contribution of entrepreneurial income to household income in the rural areas is significantly higher than that in urban areas. This study signifies that regulations against gender discrimination in public and private institutions are helpful. Besides, encouraging an environment for entrepreneurial culture among women in the country would increase family income. The study’s findings and policy implications directly link to Sustainable Development Goal (SDGs) 5 of Gender Equality (GE) and SDG 8 related to decent work and economic growth. (shrink)

This research study explores women's representation in Indonesia's political development, highlighting the challenges and progress made. Despite an increase in the number of women in the DPR by the 2024 election to 22.1%, major challenges remain in achieving equitable representation. Qualitative research methods were used, involving interviews with female politicians, academics, and activists, as well as a documentation study of relevant policies. The findings show that the 30% quota policy for women in general elections faces various obstacles, (...) including resistance from political parties and inconsistent KPU policies. Gender discrimination and patriarchal culture hinder women's representation in the legislature and executive. In addition, the rounding down policy in KPU Regulation Number 10 of 2023 is considered to hinder the fulfillment of the women's quota. Recommendations include political policy reform, improved political education, and support for women in political careers. Increasing women's representation in leadership positions in the legislature is considered key to achieving sustainable development goals. This research provides insight into the important role of women's representation in strengthening democracy and inclusive political development in Indonesia. (shrink)

Executive Summary There is a general perception that biomedical research has not given the same attention to the health problems of women that it has given ...

This article uses interview data to examine changes over time in the cultural constructions of executive women's family responsibilities. The author delineates two gendered cultural structures: the family devotion schema and the work devotion schema. Respondents are caught in the conflict between each schema's competing vision of a worthwhile life. Older respondents are more likely to accept the devotion schema's definition of an irreconcilable conflict between work and family, prompting many to avoid marriage or childbearing. In contrast, many members (...) of the youngest cohort, who came of age after the early 1970s women's movement, are refashioning the family devotion schema by subcontracting out domestic responsibilities while maintaining demanding careers. Yet, the family devotion schema continues to haunt all cohorts, enduring in its cognitive, normative, and emotional power. Gender, as expressed in cultural models of family, remains a powerful constraint on the hearts and minds of even professionally successful women. (shrink)

Global Women's Health Market Size research report offers in-depth assessment of revenue growth, market definition, segmentation, industry potential, influential trends for understanding the future outlook and current prospects for the market. -/- The global women’s health market size was valued at USD 35.02 billion in 2019 and is projected to reach USD 41.05 billion by 2027, exhibiting a CAGR of 3.2% during the forecast period. -/- Drivers & Restraints -/- The global women's health market size stood at (...) USD 35.02 Billion in 2019 and is projected to reach USD 41.05 Billion by 2027, exhibiting at a CAGR of 3.2% in the forecast period -/- This study provides information about the sales and revenue during the historic and forecasted period of (2024 to 2030). Understanding the segments helps in identifying the importance of different factors that aid market growth. Estimations about the CAGR value for specific forecast period, market drivers, market restraints, and competitive strategies are assessed in this Women's Health Market report. -/- This report focuses on Women's Health Market volume and value at the global level, regional level and company level. From a global perspective, this report represents overall Women's Health Market market size by analysing historical data and future prospect. Regionally, this report focuses on several key regions: North America, Europe, Asia-Pacific, Latin America and Middle East and Africa. -/- Competitive Strategic Window: -/- The Competitive Strategic Window analyses the competitive landscape in terms of markets, applications, and geographies to help the vendor define an alignment or fit between their capabilities and opportunities for future growth prospects. It describes the optimal or favorable fit for the vendors to adopt successive merger and acquisition strategies, geography expansion, research & development, and new product introduction strategies to execute further business expansion and growth during a forecast period. -/- An Overview of the Impact of COVID-19 on this Market: -/- The advancement of COVID-19 has conveyed the world to a stop. We fathom that this prosperity crisis amazingly influences associations across ventures. Nevertheless, everything fortunate or unfortunate should reach a conclusion. There are a couple of organizations that are fighting and some are thriving. By and large, essentially every region is relied upon to be impacted by the pandemic. -/- We are advancing incessant endeavors to help your business support and create during COVID-19 pandemics. Considering our experience and expertise, we will offer you an impact examination of Covid episode across ventures to help you with preparing for what's to come. -/- Key players covered in the global Women's Health Market research report: -/- Bayer AG (Leverkusen, Germany) Pfizer Inc. (New York, United States) Amgen Inc. (California, United States) Novartis AG (Basel, Switzerland) Merck & Co., Inc. (New Jersey, United States) Eli Lilly and Company (Indiana, United States) LUPIN (Mumbai, India) AstraZeneca (Cambridge, United Kingdom) Agile Therapeutics (New Jersey, United States) . (shrink)

In this paper, I provide an interpretation of Plato’s repeated claims in Republic V that women are “weaker” (asthenestera) than men. Specifically, I argue that Plato thinks women have a psychological propensity to get easily dispirited, which makes them less effective in implementing and executing their rational decisions. This interpretation achieves several things. It qualifies Plato’s position regarding women and their position in the polis. It provides the background against which we can interpret Aristotle’s claim in Politics (...) I that women possess a deliberative capacity that is not authoritative (akuron). It expands our understanding of the nature and role of spirit (thumos) in these authors. And, finally, it gives us insight into a kind of moral-psychological success that Plato and Aristotle consider central to both personal and political agency. (shrink)

We investigate whether female executives influence perceived employer attractiveness for female job seekers. Drawing on signaling theory, we argue that female members in top management may signal organizational justice and organizational support and may therefore enhance perceived employer attractiveness. Findings from a scenario experiment with 357 participants indicate that female job seekers are more attracted to an organization with a female executive holding a non-stereotypical office [such as Chief Financial Officer ] as compared to an organization with an all-male (...) top management. Results of a structural equation model show that perceived organizational justice mediates the positive effect of a female holding a non-stereotypical office on perceived employer attractiveness, but perceived organizational support does not. Our results challenge the widely held view that women in top management will generally help attract female job seekers; rather, they suggest that a single female executive holding a stereotypical female office even reduces perceived employer attractiveness. (shrink)

A growing literature examines the organizational factors that promote women’s access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women’s greater representation in leadership positions associated with less gender segregation at lower organizational levels? We explore this question by drawing on Cohen and Huffman’s conceptual framework of women (...) leaders as either “change agents” or “cogs in the machine” and analyze a unique multilevel data set of workplaces nested within Fortune 1000 firms. Our findings generally support the “agents of change” perspective. Women’s representation among corporate boards of directors, corporate executives, and workplace managers is associated with less workplace gender segregation. Hence, it appears that women’s access to organizational power helps to undo the gendered organization. (shrink)

This study examines the presence and roles of female directors of U.S. Fortune 500 firms, focusing on committee assignments and director background. Prior work from almost two decades ago concludes that there is a systematic bias against females in assignment to top board committees. Examining a recent data set with a logistic regression model that controls for director and firm characteristics, director resource-dependence roles and interaction between director gender and director characteristics, we find that female directors are less likely than (...) male directors to sit on executive committees and more likely than male directors to sit on public affairs committees. There is little if any evidence of systematic gender bias in director assignment to other board committees. We find some evidence that boards evaluate resource dependence differently for women than men. (shrink)

This research focuses on women in corporate positions “above the glass ceiling” and explores their perceptions on corporate mobility and strategies for success in elite positions. Through interviews with 16 men and women corporate presidents and chief executive officers in Southern California, it is found that while white men promote the dominant ideology of individualism and patriarchal gender ideology as explanations of corporate mobility and success, white women emphasize alternative perspectives by confirming the importance of social networks (...) and peer similarities for succeeding in elite positions. These women strategically attempt to increase their cultural capital to negotiate male-dominated networks and maintain their high-status positions through such measures as obtaining advanced educational degrees or modifying speech and behavior. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:From the Executive EditorDonald R. KelleyTwenty years ago the Journal of the History of Ideas moved from Temple University to the University of Rochester (through the efforts especially of J. Paul Hunter, then dean of the college of arts and sciences, and Lewis White Beck, professor of philosophy), and I replaced Philip Wiener, who had been editor for forty-five years, the first issue under my supervision being that of (...) July 1985. A year later Robin Ladrach joined me as assistant and then as associate editor, and in 1991 we both moved along with the JHI to Rutgers University (through the efforts especially of Richard McCormick, then dean of the faculty of arts and sciences and now president of the university). Now the Journal has moved to the University of Pennsylvania, and I pass on the editorship to a committee composed of Warren Breckman, Martin J. Burke, Anthony Grafton, and Ann E. Moyer, with Robin Ladrach continuing as managing editor.We changed our face in 1990, but otherwise we have maintained a remarkably steady course since the days of Arthur O. Lovejoy, original founder of the JHI in 1940, with articles submitted and articles published continuing in mostly the same quantity and intellectual range and following the interdisciplinary and cross-cultural vision established by Lovejoy in the 1930s (history of philosophy, science, political thought, historiography, religion, literature, art, and music) but also modified by intervening intellectual and cultural changes (and so enhanced by studies in the human sciences, gender, women's history, globalism, animals, etc.). Such change has for the most part not been from conscious editorial policy, except indirectly, but rather "from below," and the role of the editor has been that not of cultural critic but of observer, whose reflections have appeared in "Horizons of Intellectual History," JHI, 48 (1987), 143–69; "What is Happening to the History of Ideas?" JHI, 51 (1990), 3–25; "JHI 2000," JHI, 61 (2000), 153–56; and The History of Ideas: Canon and Variations (Rochester, N.Y., 1990), which contains also the reflections of Lovejoy and other earlier authors. The new regime may well introduce new departures, but I [End Page 475] believe that it will continue to rely and perhaps draw on the old Lovejovian tradition which has made this journal a successful and enduring international enterprise.Donald R. KelleyExecutive Editor Emeritus Rutgers UniversityCopyright © 2005 The Journal of the History of Ideas, Inc.... (shrink)

In 1998 Ghia Van Eeden was sexually assaulted by a serial rapist who had escaped from police custody due to the negligence of the South African police authorities. Claiming that the State owed a common law duty of care to potential victims to protect them from violent crimes, Van Eeden sought damages for the harm she had suffered. In a path-breaking decision, the Supreme Court of Appeal (S.C.A.) found that a duty of care did indeed exist and that its execution (...) had to be considered in line with the constitutional requirement to protect women's right to be free from violence and the constitutional obligation to develop the common law so as to promote the spirit, purport and objects of the South African Bill of Rights. Examining the Van Eeden decision in terms of its substantial development of the circumstances in which the State may be judged liable for a wrongful omission, this note positions the S.C.A.'s decision in the context of the evolving case law of the Constitutional Court on sexual violence and ultimately questions its practical significance for addressing the prevalent abuse of women in South Africa. (shrink)

This study examines the influence of women’s board representation on the proportion of women senior managers in the United Kingdom (UK) from 1999 to 2019. We take a multi-theoretic approach, drawing on the trickle-down effect, critical mass theory, and agency theory, to explore several aspects of this topic. We find that more women on boards is associated with more women in senior management as suggested by the trickle-down perspective. We also find support for a critical mass (...) effect; while one or two women on a board is beneficial for advancing women into senior management, three or more women directors is more advantageous. Consistent with agency theory expectations, the relationship between women on boards and senior management gender diversity is driven almost entirely by women in non-executive, rather than executive, board positions, presumably as a result of the relative independence non-executive directors have compared to their executive director counterparts. Our study suggests that increasing women’s board appointments is a potential solution to the underrepresentation of women senior managers and may assist in building a pipeline for future CEO and board appointments. (shrink)

To circumvent objections that the death penalty was “cruel and unusual punishment” and therefore a violation of the Eighth Amendment to the Constitution, advocates proposed lethal injection and the involvement of physicians to overcome the negative perceptions associated with the death penalty, and to increase public acceptability of the practice. Initiated in 1982, lethal injection is now the primary method of execution in 37 of the 38 states with the death penalty. “To be exact, this method has been used to (...) kill 788 of the 956 men and women who have been executed in the United States since 1976, when the death penalty was reinstated by the Supreme Court.” More recently, of the 191 executions performed in the United States since 2001, 189 have been by lethal injection.This “medicalization” of the death penalty has ignited a debate, by those within the medical profession and by others outside it, about the appropriateness of physicians participating in executions. (shrink)

This article reports the results of a study of attitudes of future business executives towards issues of social responsibility and business ethics. The 455 respondents, who were MBA students during 1985 at one dozen schools from various regions in the United States, were asked to respond to a series of open-ended and closed-ended questions. From the responses to the questions the authors were able to conclude that future executives display considerable sensitivity, though to varying degrees, towards ethical issues (...) in business. Women, in particular, tend to evince strong feelings regarding such issues. (shrink)

This study examined the influence of the executive board of directors’ gender diversity on the financial performance of listed companies on the Bucharest Stock Exchange, for the period 2011 to 2019. The analysis of the composition and different characteristics of the board and the executive directors proved to be effective tools for corporate governance in countries with an emerging capital market. Therefore, a disclosure index on directors’ characteristics was used to moderate the interaction between gender diversity and financial performance, based (...) on the theoretical framework provided by upper echelon theory. The study contributes to the enrichment of the literature both by using the composite indicator built by applying the multiway PCA method on panel data to express financial performance and by designing the ten EGLS panel models involving five financial indicators and two proxies for gender diversity. The results showed that there is a positive impact of the proportion of women on the executive board of directors on financial performance, measured through the composite index, ROA, ROE, and SOL. A statistically significant impact of gender diversity on financial performance was found only for SOL, in the case of the Blau index. Also, using the random-effects model to perform the panel data analysis, the results showed that a higher executive board size can be associated with better financial performance measured through the composite index, ROA, ROE, and EPS. Practical implications are significant for the board of executives’ composition, the complexity of the relationship with the board, and reshaping governance practices. (shrink)

Increasing the participation of women in top-level corporate boards is high on the agenda of policy-makers. Yet, we know little about director appointment dynamics and the drivers and impediments of women appointments. This study builds on organizational and group-level behavior theories and empirically investigates how ex-ante board structures and gender-specific board dynamics impact the representation of women on corporate boards. We study boards of listed firms in Europe between 2002 and 2019 and find a declining appointment probability (...) for every additional woman, i.e., the share of women already on the board negatively predicts the likelihood of additional women appointments. Further, we find evidence of a replacement effect, i.e., the likelihood of a woman being appointed as director is significantly larger when a woman, compared to when a man, leaves the board. We do not find spillover effects from non-executive to executive boards. These results are robust to econometric model specifications that address potential endogeneity concerns using matching and instrumental variables. Our results confirm that board director appointments are gender specific and suggest that demand-side factors such as explicit and implicit norms drive women appointments up to a certain threshold. (shrink)

For the period 2015–2019 and based on a Spanish sample of 145 listed companies, this paper provides insights into how narcissistic chief executive officers (CEOs) influence the proportion of women in top management teams (TMTs). As a further analysis and in line with social psychology and upper echelons theories, we study whether the power and gender of a CEO and the female proportion in the firm's board moderate the relationship. Our results reveal that narcissistic CEOs are less likely to (...) support women in TMTs, confirming that CEO personality traits influence team structure. Further results suggest that this aversion increases as the CEO's power grows and is a woman, and when female proportion in board decreases. The results have an impact on the gender equality goal, demonstrating that the behavior of women toward promoting gender equality in TMTs depends both on the specific position of women in the firm's hierarchy and on their personal psychological attributes. We find that women directors support social identity values and that narcissistic female CEOs act like queen bees. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women’s uptake of graduate and executive education programs in the world’s top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best practice on (...) this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study’s main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

While substantial evidence is emerging internationally of positive increases in the participation of women on company boards, there is less evidence of any significant change in the proportion of women in senior executive ranks. This paper describes evidence of positive changes in the number of women on boards in Australia. Unfortunately these changes are not mirrored in the senior executive ranks where the proportion of women remains consistently low. We explore some of the reasons for these (...) disproportionate changes and examine the likely effect of the recent amendments to the Australian stock exchange’s corporate governance code designed to improve gender diversity both on boards and throughout organisations. Based on the early corporate response to these regulatory changes, it is interesting to consider whether Australia’s approach in promoting voluntary self-regulation at the corporate level may be as effective in the long run as the emerging trend in Europe to apply legislated quotas for female corporate board representation. Interview evidence is presented suggesting that the primary reasons for the lack of women in leadership are not simply lack of opportunity at the apex of the corporation, but issues at mid-management level that are unlikely to be resolved by mandatory board quotas. In some circumstances carefully monitored voluntary targets may be more effective at promoting cultural and strategic change at the heart of the corporation. In summary, mandatory quotas may achieve early and significant results in terms of female board representation. However, voluntary targets for women’s participation on boards and in executive ranks may promote more effective cultural and practical change in support of greater representation of women in leadership. (shrink)

Human resource management (HRM) is underpinned by, and contributes to, the business ethics of the organization. Opportunities available to men and women as managers, and the role of managers more broadly, are critical in shaping business ethics in contemporary organizations. Research on women in management therefore provides an important lens through which to understand the institutional and cultural context of HR ethics as part of the business ethics of a country. To date, women in management in China (...) remains an under-charted topic of research in the HRM field. Extant research and recommendations on the improvement of the position of women in management in China focus primarily on women themselves from a traditional, gender norm angle, instead of challenging the political and patriarchal system or any institutionalized discriminatory practice. This is, in part, due to the absence in China of a critical feminism approach or feminist movement, as found in Western societies, and the continuing strong influence of the state and media in portraying women’s (stereotypical) image. There is significant room for research capacity building in scholarship on women in management research, for example, and through cross-fertilization of different disciplines and more rigorous research design and execution. This paper provides a critical analysis of extant literature on women in management and the ideologies underpinning it, and offers some suggestions for future research and conceptualization. (shrink)

Firms face mounting pressure to appoint ethical leaders who will avoid unnecessary risk, scandal and crisis. Alongside mounting evidence that narcissistic leaders place organizations at risk, there is a growing consensus that women are more ethical, transparent and risk-averse than men. We seek to interrogate these claims by analyzing whether narcissism is as prevalent among women CEOs as it is among men CEOs. We further analyze whether narcissistic women CEOs take the same types of risk as narcissistic (...) men CEOs. Drawing on social role and token theories, we test hypotheses related to gender differences in the prevalence and impact of CEO narcissism on firm-level practices. Using a unique dataset that includes a large sample of CEOs of S&P 1500 companies from 1992 through 2014, we create a narcissism composite score for each CEO based on their photograph size in the annual report, and their cash earnings and non-cash earnings relative to the next highest paid executive. We find that women CEOs are less likely to exhibit narcissistic personality traits compared to men CEOs. Furthermore, we find that gender moderates the relationship between narcissistic CEOs and our outcome variables of risk-taking and questionable behaviors. (shrink)

This paper analyzes the determinants of women’s representation on boards of directors based on a panel of all privately owned or listed Danish firms with at least 50 employees observed during the period 1998–2010. We focus on the directors who are not elected by the employees and test three hypotheses on female board representation that we denote the female-led hypothesis, the tokenism hypothesis, and the pipeline hypothesis, respectively. We find evidence rejecting the female-led hypothesis. Firms with a female chairperson (...) on the board of directors tend to have significantly fewer other non-employee-elected female board members. We also find clear evidence of a tokenism behavior in Danish companies. The likelihood of enlarging the share of non-employee-elected female board members is significantly smaller if one, two, or more women have sat on the board of directors. Finally, the pipeline hypothesis is partly confirmed. The relation between the female pipeline of potentially qualified directors and female directors is weaker than the similar relation for males. Our findings offer insights to policy makers interested in promoting gender diversity within boardrooms. Our empirical evidence suggests that an important way to increase the female proportion of non-employee-elected board members is that more women reach top executive positions. (shrink)

By the 1990s the dynamic array of creative direct action tactics used against militarised technologies that emerged from women’s anti-nuclear protest camps in the 1980s became largely eclipsed by cyberfeminism’s focus on digital and online technologies. Yet recently, as robots and algorithms are put forward as the vanguards of new drone execution regimes, some are wondering if now is the time for another Greenham Common. In this article I return to cyborg feminism and anti-nuclear activisms of the 1980s to (...) explore what drone feminism might look like today. I examine how anti-nuclear protesters infused affect and techné, creating innovative images of, and tactics for, material resistance. I argue that Greenham women’s cyborg feminisms arose from their material entanglements with the military base. In their efforts to reveal and undermine the national and imperial myths upon which warfare is based, protesters re-imagined technological possibilities based upon a global accountability for ‘earthly survival’. (shrink)

The radical Islamist regime of the Taliban affords an extensive view of the logic of Muslim fundamentalism regarding the public and private spheres. I argue that the Taliban de-privatized several life-spheres, "publicizing" religion and the body. The Taliban performed power as public spectacle, employing public executions, amputations and whippings. Religion, too, was to be completely public, as Habermas argues it was in Europe before the 18th century. As soon as they took Kabul, the Taliban insisted that all residents had to (...) say their five daily prayers, the men in mosques. Likewise, men were given six weeks to grow out their beards to a hand's length and to trim their moustaches in accordance with a literal reading of sayings about the Prophet Muhammad's appearance. The young female memoirist of life in Taliban Kabul, Latifa, reported that her middle class father complied with the new rule, but insisted, "My beard belongs to the Taliban, not to me!" The rendering public of religion made public property of every religious act. His body had a choice, of being conformed to the movements and shaping of religion, or of being tortured because of lack of compliance. This publicization of the believer's body resulted in an alienation from individuals of parts of themselves. Likewise, the gendered character of the public and private spheres, with women being confined to the private, is as visible in Taliban thinking as it is in Hegel. The expansion of the public realm of religion and morality by the Taliban had the effect of shrinking the private sphere and so constraining women further. Girls' schools were shuttered and many war widows were reduced to begging and risking sanctions for being in the street without a male guardian. Posters of Bollywood actresses were forbidden, and Kate Winslet was condemned to death in absentia for portraying a fornicator in The Titanic. It is argued that the goal of perfectly privatizing the female body lay behind these Draconian measures. (shrink)

This study examines the influence of women on the boards of directors of National Health Service Foundation Trusts in England. FTs provide a public service where social performance is the primary objective, although financial constraints must be met. Female presence is higher for executive directors than non-executives, reflecting the high number of women employed in the sector. We find that a high female presence among executive and non-executive directorships does not result in significant differences either in financial (...) return or service quality. When gender diversity on boards is consistently high, the benefits on performance of having more women on the board may not be discernible. However, female Chairs or Chief Executives result in significant reductions in negative social outcomes, such as lower clinical negligence costs, without harming financial management. The findings of this study, carried out in a context of high female presence and where a woman frequently occupies one of the two most influential board positions, Chair and Chief Executive, have implications for gender diversity and gender targets on the boards of directors in business and other sectors. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women's uptake of graduate and executive education programs in the world's top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best practice on (...) this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study's main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

Entrepreneurship is the main engine of economic development. This paper aims to explore the impact of high executives’ entrepreneurial spirituality on the business performance in China under the background of “mass entrepreneurship and innovation.” By analyzing the relevant literature of entrepreneurship, the connotation and elements of ES are determined. According to the relevant research, we design the questionnaire of ES and business performance. The questionnaire was distributed to 100 private enterprise entrepreneurs by equidistant sampling, and 74 valid questionnaires were (...) recovered. According to the questionnaire, responsibility has the highest score, followed by innovation, proactiveness, and risk-taking. The ES of women is slightly higher than that of men. The entrepreneurs with higher education also have higher score in ES. After analyzing the impact of different elements of ES on enterprise performance using structural equation modeling and regression equation model, it is found that: ES has a positive impact on enterprise performance. Different factors of ES have different effects on business performance, and innovation and proactiveness play the greatest role. There is an inverted U-shaped relationship between innovation, risk-taking, and business performance. (shrink)

This article considers whether using leadership language may be one under-explored reason why there continues to be a significant lack of women at executive level. Do women make less of a linguistic impact in the boardroom than men? By analysing linguistic data from senior management meetings and follow-up interviews in seven multinational UK companies, we suggest that senior women and men use a very similar range of linguistic strategies to lead their teams except in one key respect. (...) Women appear to monitor and regulate their use of language more than men, adjusting what they say in the light of their colleagues’ concerns and agendas. This use of ‘double-voiced discourse’ enables women to survive in a male-dominated business world, but this can sometimes make their voice ‘harder to hear’. However, double-voiced discourse is also a form of linguistic expertise and potentially might offer women leaders a strategy for success. (shrink)

The first commented edition of the text of Zinaida Luzina’s Curriculum vitae autograph, based on the material of her academic files as well as other documents and periodicals of the 1920s and 1930s.

The corporate glass ceiling continues to be a challenge for many organizations. However, women executives may be facing a second pane of obstruction – an expatriate glass ceiling – that prevents them from receiving the foreign management assignments and experience that is becoming increasing critical for promotion to upper management. The responsibility to break the expatriate glass ceiling lies with both female managers and the multinational corporations that utilize expatriates. In this paper, we propose pre-assignment, on-assignment, and post-assignment (...) strategies for breaking the expatriate glass ceiling. (shrink)

This paper analyzes the struggle for women’s suffrage in Kuwait to determine how and why it was successful. The research highlights two paradoxical findings: first, democratic progress occurred despite the pacifying and hindering effects of modernization; second, it was supported more strongly and effectively by Kuwait's autocratic executive than the democratically elected Kuwaiti parliament. We delineate two psychological factors that were connected to the climax of the struggle as they were experienced and acted upon by a relatively small number (...) of Kuwaiti middle- and upper-class women: transformative events and the tying of struggle goals to self-esteem. We examine these factors in the context of interaction between chaotic political circumstances and the new strategy and tactics that suffragists employed in the last phase of their struggle. The analytic approach involves process tracing, field research, interviews, and longitudinal analysis of primary and secondary sources. (shrink)

Business Ethics, the Environment &Responsibility, Volume 33, Issue 2, Page 217-240, April 2024.

The central concerns of Hutchison’s paper are the under-representation and unequal pay of women in surgery and the role that subtle gender biases play in explaining these phenomena. My comments focus on how well executed and important this work is and also why we need more of it to fully understand the gravity of the situation for women in surgery and how it compares with similar situations for women in other fields.

Green technology innovation (GTI) has been increasingly adopted by firms worldwide to promote sustainable development, whereas its potential downsides have been largely overlooked. Drawing on moral licensing theory, we devise a framework to reveal the potential dark side of firms’ GTI on corporate social responsibility (CSR). We argue that with the global eco-awakening, GTI has been an efficient means for firms to meet their stakeholders’ expectations and environmental legitimacy. This may cause a moral licensing effect for senior executives’ ethical (...) strategic decision-making, due to their belief that existing GTI could balance the firm’s subsequent moral neglect, thereby minimizing firms’ CSR. Using the Chinese listed manufacturing firms as a sample, we find empirical support for our prediction. In addition, we investigate how firms’ environmental awards and honors may exacerbate the negative impact of GTI on CSR, whereas the presence of women executives may mitigate the relation. Our findings can trigger firms’ reflections on GTI’s downsides, and contribute to research and practice in comprehensively understanding firms’ GTI consequences, CSR decisions, and moral balance. (shrink)

This article examines the impact of female leadership on corporate social responsibility (CSR) practices in publicly traded corporations. Our analysis finds that female leadership matters. For example, female leadership at the board level increases the likelihood of having a female CEO and the overall percentage of women executives in firms. The study measures CSR practices using the Thomson Reuters corporate responsibility ratings (TRCRR) from the Thomson Reuters ASSET4 database for 1242 firms over a 7-year period, from 2009 to (...) 2015. Panel regression estimates indicate that board gender diversity (BGD) has a positive impact on CSR, while two other measures of female leadership (presence of female CEO and percentage of female executives) were largely insignificant. We perform our analysis in the context of upper echelons theory and expand on recent studies of the impact of female leadership on CSR practices by using a different and a larger data set than previous research studies. (shrink)

Consecrated women religious have been shown to be at increased risk for uterine and ovarian cancers. The authors critique a proposal by Kara Britt and Roger Short advocating the distribution of a combined oral contraceptive to women religious as a way of reducing this risk. The authors argue that the proposal is seriously flawed: the data it references attenuate its conclusion, the execution protocol is incomplete, and the proposal fails to address the serious health risks of combined oral (...) contraceptives. As a counterproposal, the authors recommend that women religious be taught to monitor their gynecologic health by charting their menstrual and ovulatory cycles. National Catholic Bioethics Quarterly 12.2 : 235–239. (shrink)

I. EXECUTIVE SUMMARY The MRCT Center Post-trial Responsibilities: Continued Access to an Investigational Medicine Framework outlines a case-based, principled, stakeholder approach to evaluate and guide ethical responsibilities to provide continued access to an investigational medicine at the conclusion of a patient’s participation in a clinical trial. The Post-trial Responsibilities (PTR) Framework includes this Guidance Document as well as the accompanying Toolkit. A 41-member international multi-stakeholder Workgroup convened by the Multi-Regional Clinical Trials Center of Brigham and Women’s Hospital and Harvard (...) University (MRCT Center) developed this Guidance and Toolkit. Project Motivation A number of international organizations have discussed the responsibilities stakeholders have to provide continued access to investigational medicines. The World Medical Association, for example, addressed post-trial access to medicines in Paragraph 34 of the Declaration of Helsinki (WMA, 2013): “In advance of a clinical trial, sponsors, researchers and host country governments should make provisions for post-trial access for all participants who still need an intervention identified as beneficial in the trial. This information must also be disclosed to participants during the informed consent process.” This paragraph and other international guidance documents converge on several consensus points: • Post-trial access (hereafter referred to as “continued access” in this Framework [for terminology clarification – see definitions]) is the responsibility of sponsors, researchers, and host country governments; • The plan for continued access should be determined before the trial begins, and before any individual gives their informed consent; • The protocol should delineate continued access plans; and • The plan should be transparent to potential participants and explained during the informed consent process. -/- However, there is no guidance on how to fulfill these responsibilities (i.e., linking specific responsibilities with specific stakeholders, conditions, and duration). To fill this gap, the MRCT Center convened a working group in September of 2014 to develop a framework to guide stakeholders with identified responsibilities. This resultant Framework sets forth applicable principles, approaches, recommendations and ethical rationales for PTR regarding continued access to investigational medicines for research participants. (shrink)

House raids represent the genre of military acts which fall within the grey zone of war and peace ? counterinsurgency, post-conflict operations, or phase IV operations (a.k.a. Operations Other Than War) ? in which the Geneva Conventions and their Protocols may reveal protection gaps. This article reviews accounts of the execution of house raids contained in the military literature and compares them to the testimony of soldiers and observers recorded in the media. It assesses the relevant provisions of humanitarian law (...) as pertaining to the necessity, distinction, and proportionality of actions. Further, it highlights the specific human rights and humanitarian standards addressing terror, arbitrary intrusion into the home, violations of honor, and humiliation. The conclusion emphasizes the importance of taking into account gender and cultural considerations to properly address the interests of family members ? i.e., women, children, and the elderly who are most affected by house raids. (shrink)

This study set out to investigate the influence of male circumcision and other factors on sexually transmitted infections in Botswana. A syndromic approach, which diagnoses a sexually transmitted infection based on the presence of urethral discharge or genital ulcers rather than on laboratory tests, was used. The data were from the 2001 Botswana AIDS Impact Survey where a nationally representative, randomly selected sample of men and women aged 1064 years who had ever had sexual intercourse. The logistic regression technique (...) was executed to examine the association between male circumcision and self-reported urethral discharge or genital ulcers, while controlling for all other independent variables in the analysis. The main finding of this study was that among men who are circumcised, the odds for self-reported urethral discharge or genital ulcers are significantly lower than for those men who are not circumcised in both urban and rural Botswana. The analysis also showed that the odds in favour of self-reported urethral discharge or genital ulcers, for men who drink alcohol, are twice as large as those for men who do not drink alcohol, controlling for all other independent variables in the analysis. Religion and ethnicity also came through as factors exerting a protective influence against self-reported symptoms of sexually transmitted infections. The conclusion is that while male circumcision appears to be significantly associated with the risk for self-reported urethral discharge or genital ulcers, it is man’s behaviour, irrespective of ethnicity or religious dictates, that continues to play a vital role in protection against self-reported symptoms of sexually transmitted infections in Botswana. (shrink)

What makes someone responsible for a crime and therefore liable to punishment under the criminal law? Modern lawyers will quickly and easily point to the criminal law's requirement of concurrent actus reus and mens rea, doctrines of the criminal law which ensure that someone will only be found criminally responsible if they have committed criminal conduct while possessing capacities of understanding, awareness, and self-control at the time of offense. Any notion of criminal responsibility based on the character of the offender, (...) meaning an implication of criminality based on reputation or the assumed disposition of the person, would seem to today's criminal lawyer a relic of the 18th Century. In this volume, Nicola Lacey demonstrates that the practice of character-based patterns of attribution was not laid to rest in 18th Century criminal law, but is alive and well in contemporary English criminal responsibility-attribution. Building upon the analysis of criminal responsibility in her previous book, Women, Crime, and Character, Lacey investigates the changing nature of criminal responsibility in English law from the mid-18th Century to the early 21st Century. Through a combined philosophical, historical, and socio-legal approach, this volume evidences how the theory behind criminal responsibility has shifted over time. The character and outcome responsibility which dominated criminal law in the 18th Century diminished in ideological importance in the following two centuries, when the idea of responsibility as founded in capacity was gradually established as the core of criminal law. Lacey traces the historical trajectory of responsibility into the 21st Century, arguing that ideas of character responsibility and the discourse of responsibility as founded in risk are enjoying a renaissance in the modern criminal law. These ideas of criminal responsibility are explored through an examination of the institutions through which they are produced, interpreted and executed; the interests which have shaped both doctrines and institutions; and the substantive social functions which criminal law and punishment have been expected to perform at different points in history. (shrink)