Literature Review Women on boards and in TMTS and firm performance80 3 5 7 Questions of attitude towards diversity and gender diversity Within the framework of questions of attitude I ask to what extent respondents agree with certain statements so called items on diversity in gene ral and gender diversity in particular The following table 3 12 presents these eight items on gender Table 3 12 Items on diversity and gender diversity diversity Three statements relate to empirical fin dings on diversity in business Five statements concern the individually attached importance of diversity initiatives The number of observations differs in each case due to the response option not specified No 1 2 3 4 5 6 7 8 Items Empirical findings Willingness for exchange of knowledge and information is greater within homogeneous management bodies than within heterogeneous ones Women on supervisory boards are stricter monitors than male board members Women often lack the requisite experience for an executive position owing to career breaks due to past family leaves Importance attached to diversity A binding women s quota is mandatory to increase the percentage of women on supervisory boards Still too little attention is being paid to the topic of diversity in German enterprises In case the costs of diversity measures exceed their benefits enterprises should consequentially refrain from such activities When filling vacant posts in top echelons diversity aspects should be irrelevant There are not sufficient adequate female candidates available for filling vacancies on supervisory boards in accordance with the women s quota from 2016 on The following table 3 13 shows the acceptance le vels for each of the eight items on diversity and gender diversity in leadership Surprisingly results show that respondents disagree with items for mulated on the basis of empirical findings Their mean rating on the willingness for exchange of knowledge and information does not confirm ear lier findings Respondents rather disagree with the statement that this willingness is greater within homogeneous than within heterogeneous ma nagement teams Even stronger disagreement is expressed with the second item On average fe male supervisory board members seem to be not perceived as stricter monitors than male board members Disagreement is strongest on the item of family leaves meaning an impediment for wo men s careers In all three cases ratings of female and male respondents did not differ to a statisti cally significant degree Results are different for items concerning the im portance that respondents individually attach to diversity Gender specific differences are observed in ratings on all five items and are statistically sig nificant The mean value for the combined gender Gender diversity on corporate boards and in TMTs in practice

Vorschau DIRK-Forschungsreihe Band 21 Workforce diversity and personal policies Seite 80
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