Gender diversity on corporate boards: perceptions on quotas

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F62690094%3A18450%2F24%3A50021354" target="_blank" >RIV/62690094:18450/24:50021354 - isvavai.cz</a>

Výsledek na webu

<a href="https://www.emerald.com/insight/content/doi/10.1108/CCIJ-10-2023-0137/full/html" target="_blank" >https://www.emerald.com/insight/content/doi/10.1108/CCIJ-10-2023-0137/full/html</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1108/CCIJ-10-2023-0137" target="_blank" >10.1108/CCIJ-10-2023-0137</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Gender diversity on corporate boards: perceptions on quotas

Popis výsledku v původním jazyce

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 (R) 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.

Název v anglickém jazyce

Gender diversity on corporate boards: perceptions on quotas

Popis výsledku anglicky

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 (R) 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.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2024

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

CORPORATE COMMUNICATIONS

ISSN

1356-3289

e-ISSN

1758-6046

Svazek periodika

29

Číslo periodika v rámci svazku

2

Stát vydavatele periodika

GB - Spojené království Velké Británie a Severního Irska

Počet stran výsledku

16

Strana od-do

123-138

Kód UT WoS článku

001128177900001

EID výsledku v databázi Scopus

2-s2.0-85180233413