...Corporate Board Diversity in Malaysia: A Longitudinal Analysis of Gender and Nationality Diversity Dalilawati ZAINAL1 Norhayah ZULKIFLI2 Zakiah SALEH3 Faculty of Business and Accountancy, University of Malaya, 50603, Kuala Lumpur, Malaysia 1 2 Email: dalilawati@um.edu.my/dee_dalila@yahoo.com , Email: norhayah@um.edu.my 3 Email: zakiahs@um.edu.my Abstract This study examines the trend of gender and nationality diversity of corporate board in top 300 Malaysian public listed firms over a five-year period from year 2005 to 2009. It also identifies any significant difference in characteristics of firms with women and foreign directors and those without women and foreign directors. Based on the secondary data derived from firms’ annual report, a longitudinal descriptive analysis on the trend of board diversity is presented. Mann-Whitney U test is conducted to identify several characteristics that differentiate between firms with women and foreign directors and those without women and foreign directors. This study found little change in the presence of women directors and foreign directors over the five-year period, which reflects a slow progress in board diversity in Malaysia. Other than that, several characteristics that differentiate between firms with women and foreign directors and those without women and foreign directors were highlighted. Overall, this study indicates the need for more efforts to encourage board diversity in Malaysia. It shed some light on board diversity issue...
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...effectively and why board diversity has become increasingly necessary in order to add more value to the firm. The board’s composition is likely to impact how the board functions, how it makes its investment and financial decisions and how authority and influence are allocated and manifested within the board.[1] Each organisation has its own regulations and guidelines for the formation, roles and compensation of the management board as there is “no one size fits all” rule, they are largely governed by governmental regulations and other international regulatory bodies such as the Organization for Economic Co-operation and Development (OECD) and the International Finance Corporation (IFC). Some positive relationships have been explored between the number of women, director ages, nationalities and other minorities on the board and the overall value of the firm. Being a household products and pharmaceutical company it is imperative for HouseDreams to incorporate measures to include more women on its board of directors thereby making it more diverse. This is because of the fact that women are the prime household decision makers and have a better understanding on the company’s target consumer. Boards with no or limited female membership may be weak in terms of understanding and connecting with the customer and workforce and offer limited encouragement to female employees. Based on research, analysis and examples, this memorandum supports the argument that a diversified board structure and...
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...Diversity: Scorecard Why Board Diversity Equals Success Alicia Yi Managing Director, Strategic Client Services Korn/Ferry International Women vs. Men’s Tertiary Education * The score above show the proportion of women to every 100 men. ** Source: MasterCard Worldwide Index of Women’s Advancement Asia’s Growth Model is Shifting… MARKET SHIFT ASIA 1.0 (1985 – 2005) THE IMPETUS FOR CHANGE — Reduced Western Consumer Spending — Emerging Consumerism in Asia — Shifting R&D investments — Asia’s drive to innovate — Asia’s need to move up the value chain — Unemployment in the west — Western companies Asianizing — Asian companies globalizing ASIA 2.0 (2006 – 2020) CONSUMER SHIFT MADE IN ASIA MADE FOR ASIA INNOVATION SHIFT THE WORLD’S FACTORY and BACK OFFICE THE WORLD’S LABORATORY and KNOWLEDGE OFFICE JOBS SHIFT CHEAP and PRODUCTIVE WORKFORCE CREATIVE and INNOVATIVE TALENT Asia Advancing - Innovation Tata Nano : the $3,000 car was conceived and developed in India LG LX9500 : the world’s first 3D LED TV Mac 400 : a hand-held cardiogram ($800) developed by GE in India Kaohsiung Stadium : World’s first solar powered stadium – in Taiwan The USB Credit Card : developed by Shinhan Card in Korea Eko Hybrid: World’s first hybrid 2-wheeler ($500) – in Bangalore F1 Night Race : World’s first night race in Singapore Harmony Express: World’s fastest train (394 kmph) in China Four Leadership Styles Leaders most likely...
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...HUMAN RESOURCE MANAGEMENT Group 6 – Case Study Presentation | Chapter 6 – Recruiting Human Resource TO QUOTA OR NOT TO QUOTA INTRODUCTION Quotas are simply defined as fixed number or amount of people or things in particular. However, Scott (2014)[9] defines quota in HRM as affirmative action guidelines which require covered employers to meet certain goals and timetables for hiring and/or promoting women and minorities. In human resource management quotas are associated with changing demographic composition and diversity of workforce across one or more distributive categories such as gender, ethnicity, age, sexual orientation, disability and education backgrounds. As per our case-study, (Stone 2013, pp. 243-244) [1] highlights that despite women had been in workforce for decades, there is gender bias in recruiting board executives. Organisations have utilised multiple strategies to overcome this phenomenon of which quota has been an integral part. Implementation of quota has affected organisations bilaterally entangling ethical dilemmas which led to generalised perception of the aforesaid topic. Galbraith (2012) [7] states that a balanced boardroom has both positive and negative effects. However, extensive research has shown general acceptance of quotas in the international framework. Erika Watson (2012) [10] published in a research article stating Norway as the first country in world to enforce quota law of 40% women on their board. Similar approaches were further accepted...
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...Planning Spring 2013 IOWA STATE UNIVERSITY Department of Community and Regional Planning DIVERSITY AWARENESS CASE STUDY – ASSIGNMENT 1 Beyond simple “text book” learning, in this course we will strive to connect the material with current happenings in our world and communities. You will have an opportunity to do this in this two‐part assignment. In assignment 1 you will find and research a diversity awareness project. This first part will focus on learning what other groups and organizations have done to promote diversity awareness. Then, in assignment 2 you will develop a campaign for promoting diversity awareness in your own academic community – the College of Design. BACKGROUND INFORMATION Iowa State University has many projects and initiatives focused on social justice and diversity. Each unit and department creates educational programing and events to meet the needs of their students, faculty, and staff. The College of Design Diversity Board, the University Diversity Committee, and other departments want help developing a Diversity Awareness Campaign that: Is inclusive to all Iowa State University students, faculty, and staff, Encourages sensitivity towards and connections across differences, Initiates dialogue and training opportunities related to diversity concerns, Encourages the development of educational programming and activities that explore multiple ...
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...Xerox Case Study Diana M. Orlando Palm Beach State College Abstract This case study discusses how Xerox makes diversity, equal success. As one of the world’s leading organizations in copiers and ink, Xerox has committed their leadership team to empower their employees to work collectively in bringing new innovative ideas, different view and knowledge to their organization. By creating such a successful diversified organizational team, and along with its leadership, it has allowed Xerox to be known as one of the most admired organizations in the computer industry (Schermerhorn, J. R., 2012). Diversity and Inclusion of Xerox Diversity is an essential part of Xerox’s corporate culture. It offers an equal opportunity to all employees, and allows leadership to take full advantage of different thoughts, views, knowledge and perspectives, which has created a strong workforce and its ability to stay in the top of their league. By creating an equal opportunity-based environment where innovative creativity happens, Xerox has the power fulfill its company goals to succeed. Diversity has changed over that last few decades and Xerox is using diversity to the best of their ability. As a global organization, its diverse workforce is with no question, strong. The thought of hiring people of color in organizations years ago would never be, however their idealism is more about striving for the ability to have a different way of thinking than their competitors. It established...
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...Case Study on Board Quotas Prepared By- Md. Rokib Chowdhury (Id: 3-15-30-036) Md. Ifteakhar Alam (Id: 3-15-29-087) Biplab Vattacharjee (Id: 3-15-30-063) Md. Mosfiqur Rahman (Id: 3-15-30-062) Submitted to- Prof.Dr. Md. Abbas Ali Khan University of Dhaka Contents page no Summary …………………………. 3 Ques no1 …………………………. 4 Ques No2 …………………………. 7 Fig 1 ………………………….. 7 Fig 2 …………………………… 9 Ques no3 …………………………….. 9 Fig 3 ………………………………… 13 Ques no 4 ………………………………… 14 Summary Board Quotas for women is important for the participation of women in the workforce. In United States quotas for women is only 15%. Among 100 large companies in Britain quotas for woman is only 12%. In EU the Quotas contains only 9.7%, In India and China 5%. In this underrepresentation of quotas for women many countries make compulsory quotas for women on Boards. Question no: 1 Given that women participate in the labor force in roughly the same proportion as men, why do you think women occupy so few seats on boards of directors? Women are well established in professions like...
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...Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Pin Zhou Cornell University Daniel Dongjin Park Cornell University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student Part of the Human Resources Management Commons This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Abstract Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’? Keywords human resources, diversity, inclusion Disciplines Human Resources Management Comments Suggested Citation Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement Copyright by the authors. This article is available...
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...available on women leaders and the impact they are having on the top ‘Fortune’ 1000 companies. The information is varied and there are some mixed messages about whether women are treated equal to their male counterparts and making progress. It does seem that diversity in the workplace is becoming more the norm and creating a shift to allow women more opportunities to develop their leadership skills and to compete for higher-level positions. Historically male dominated industries such as Engineering and Information Technology seem to be seeing more women managers. I believe that corporations that have diversity have more innovation and are more efficient as a result, so they should be more profitable. One of the top leading non-profit organizations is Catalyst, it was established in 1962 by Felice Schwartz to promote diversity and inclusion for women in the workplace (Wikipedia). According to the Catalyst website (www.catalyst.org ) it’s mission is expanding opportunities for women and business. Catalyst conducts research globally and provides it to the public, the media and it’s members to enable businesses and women to jointly succeed. They partner with universities as well as corporations and their case studies are referenced by the top business journals such as the Harvard...
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...examine the business case for ethnic diversity in the British National Health Service (NHS). It seeks to contextualise issues around diversity within the current political environment, and identify the barriers to diversity in the NHS. The business case has been very strongly argued as justification for introducing both managing diversity and equal opportunity initiatives - here the paper examines the inconsistencies of using that argument, and maintains that the only justification worth presenting is that based on (deontological) moral arguments. Design/methodology/approach - The paper is conceptual in nature exploring the respective cases for diversity using a broad range of the available literature brought together as part of a rapid evidence assessment. It does so in order to make some far-reaching claims about the future justifications for active diversification of senior management in key public sector institutions. Findings - The distinctions between the business and moral cases are false, in that both have ethical reference points. However, the business case is not only difficult to translate to public sector institutions; there are also evidential problems with its adoption. In light of this the conclusion here is that the moral (deontological) case is the only one that has any long term value for proponents of diversity. Originality/value - The value of this paper is that it examines the confusion that surrounds different cases for advancing diversity as a policy aim and...
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...Sexual harassment is a form of bullying or coercion of a sexual nature. The effect of sexual harassment differs from person to person and depends on the severity of the incidence, but in all the cases is affects the well-being of a person and environment of an organization negatively. This form of intimidation is not new in Australian workplace. NSW Tribunal Observation says that “a person is sexually harassed if he or she is subjected to unsolicited and unwelcome sexual conduct by a person who stands in a position of power in relation to him or her”. [O’Callaghan v Loder (no 2) [1983] 3 NSW LR 89 at 92] The Sex Discrimination Act 1984 (Cth) makes sexual harassment unlawful. Sexual harassment continues to be a gender issue where one third of the women have experienced some kind of harassment from the age of 15 compared to one in ten men. (AHRC 2008 National Survey finidings) Nearly one in five complaints received by the Australian Human Rights Commission under theSex Discrimination Act 1984 (Cth) relate to sexual harassment. The vast majority of these take place in the workplace.2 (Australian Human Rights Commission, 'Annual Report 2006-2007') A telephone poll commissioned by the Commission in 2003 found that over 28 per cent of women had experienced sexual harassment in the workplace, compared to seven per cent of men. Less than one third of interviewees from the Commission's telephone survey who experienced sexual harassment in the workplace made a formal report or complaint...
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...system are teaming up to create an experimental after school program to tackle certain ongoing issue with the school system. The ongoing issues include rapid staff turnover and truancy, low performance and crime amongst students. The plan, after months of negotiation is to create an agency that will integrate both the Woodson Foundation and the DC Schools organization and be financially self-sufficient. To make this possible, the first step is to create an executive development team that will establish the operating plan for improving school performance. From what we have read in the case study and the text book material, this group can be considered to be in two stages simultaneously. This is a group that is still in the “forming” stage – there is a great deal of uncertainty, members have not yet been identified and none of the group properties (roles, norms, status, size, cohesiveness and diversity) have been clearly defined (with one exception, that of the group size). While the group is still in the forming stage there is also conflict brewing. Each of the group members have their interests at heart. The school district representatives want to ensure that the new jobs are unionized and that current policies and procedures are applicable. Woodson Foundation is focused on performance measurement using hard data, which is not consistent with the existing culture. NCPIE, on the other hand, wants more community and parental control. Thus, there is a conflict over whose ideology will...
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...Madrid, Spain Diversity Assessment Tools: A Comparison Abstract: Much has been written about how to address diversity in the human resources function (recruitment, retention, professional development etc.) but less has been written about how to develop strategies to leverage diversity in other areas. This study proposes an approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate the organization’s commitment to diversity both through...
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...Organizational development and fundraising professionals, as well as board volunteers, have the opportunity to cross boundaries that divide people in other sectors. Whether we view this opportunity with apprehension or enthusiasm depends on our heritage, experiences, beliefs, and vision. Historically, nonprofit boards have offered limited opportunities to develop diverse leadership. 4 Beyond representation: Building diverse board leadership teams Maria Gitin OVER THE YEARS , dialogue on board diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In many...
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...After reading the Case Study we have the executive development team from two different companies and a school board trying to come together to help the children of Washington, DC but they all have different reasons and approaches to the matter, they will try to come together and get this gone as one powerful team the school board, Woodson Foundation and NCPIE. The executive development team is past the forming stage they know who will be working towards this common goal and what they bring to the table, so that means they are in the storming stage because they all their own plans on how to go about change the culture of the young children of DC. They all oppose to some of the ideas of the other parties have because it does create so kind of conflict of interest not everyone goes about doing business the same way. The executive team could go a long way and could an easier time navigating the concerns of the other groups in they knew how to form a group and the stages that it takes to become a functionally group that works well together, in the mist of them storming to fit the right fit amongst each other if the Woodson Foundation had a clear understanding of the process then know this is the hard part letting NCPIE and the school board do what they do well and just focusing on what aspect they are strong at which would be normalizing the group to full power setting the standards and goals the meet the expectations of the community as well as the school board but putting forth...
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