Literature Review Women on boards and in TMTS and firm performance 75 Planning targets for women on corporate boards multiple answers allowed Planning targets for women on executive board Planning targets for women on supervisory board Planning targets for boards existent no disclosure Planning targets for boards not existent Not specified I do not know Table 3 7 Existence of planning targets for women in leadership and on corporate boards Cum 17 20 78 49 98 92 100 00 Freq 16 57 19 1 Obs 88 88 88 88 88 3 20 10 50 14 93 Percent 21 7 7 14 63 Degrees of freedom 0 893 0 267 0 338 0 054 0 926 p value 17 20 61 29 20 43 1 08 Pearson chi square 13 4205 8 8034 7 9373 23 4096 47 5610 3 23 21 51 10 75 53 76 15 05 100 00 Variable Planning targets for women in management positions Planning targets existent Planning targets not existent Planning targets existent no disclosure Missing not specified Variable 1 Share of female employees Variable 2 Planning targets for women in leadership Planning targets for women on executive board Planning targets for women on supervisory board Number of women on executive board Number of women on supervisory board Total The following table 3 8 displays Pearson Chi square values and indicates levels of significance for the relationships between the variable share of fema le employees and various other variables There is no statistically significant relationship between the share of female employees and having planning targets for enhanced participation of women in management positions for having planning targets for women on the executive board or supervisory board Interestingly there is also no statistically si gnificant relationship between the share of female staff members and the number of female super visory board members However there appears to be a significant relationship between the ratio of female employees and the number of women on the executive board Table 3 8 Relationship between share of female employees and planning targets actual female representation in leadership Gender diversity on corporate boards and in TMTs in practice

Vorschau DIRK-Forschungsreihe Band 21 Workforce diversity and personal policies Seite 75
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