...(344 words) Canadian Companies Need More Women on Corporate Boards Women are continuously under-represented in leadership positions despite constituting a large part of the workforce. A recent GMI ratings study revealed that only 13.1% of Canadian board members are females (Tedesco, 2013). Gender diversity has economic benefits to businesses rather than merely being a matter of social justice, as it is evident from studies and interviews in various articles showing the current level of public understanding on females’ representation (Carlson, 2013; Toller, 2013). Companies are urged to diversify their board membership because women have a “complex moral reasoning”(p. 51) unlike the “traditional normative thinking”(p. 51) by men (Toller, 2013). Consequently, women will challenge the board by asking more questions, which leads to efficient decision-making. However, women remain passive despite their talents because today’s business setting is male biased (Toller, 2013). Like men, most corporations think of success as a victory, whereas, women aim at personal growth and dignity. Furthermore, there is the prevalence of misleading sexist stereotypes such as there are more talented men than women (Carlson, 2013). Canada must choose either quotas or “comply or explain” policy to increase women’s representation. Stakeholders suggest the latter because the policy creates awareness since firms disclose their strategies to diversify board membership and still retain their freedom...
Words: 452 - Pages: 2
...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...
Words: 8658 - Pages: 35
...FACULTY OF ACCOUNTACY, FINANCE AND BUSINESS BACHELOR OF ORPORATE ADMINISTRATION (HONOURS) BBBD 3014 CORPORATE GOVERNANCE COURSEWORK ONE ACADEMIC YEAR 2015/2016 KUA YUN XIN 13WBR09901 3RCA10 (SEMESTER 3) WORD COUNT: 4200 WORDS TITLE: GENDER DIVERSITY OF BOARD COMPOSITION IN MALAYSIAN BANKING INDUSTRY PLAGIARISM STATEMENT & MARK SHEET Bachelor of Business (Honours) in Corporate Administration YEAR 3 ACADEMIC YEAR 2015/2016 BBBD3014 CORPORATE GOVERNANCE Coursework I PLAGIARISM STATEMENT I, Name: Kua Yun Xin Registration Number : 13WBR09901 Signature: confirm that the submitted work is my own and is in my own words. 3RCA Tutorial Group10 Semester 3 Date: 15 July 2015 MARKING SCHEME | % | | | | Maximum | | Evaluation of frameworks, values and governance practices of listed company or companies in the Malaysian context | 30 | 30 | | Application of knowledge and analytical skills relating to legal compliance, best practices and guidelines for achieving business and governance goals | 10 | 10 | | Synthesis, implementation and development of strategies in achieving world-class governance | 20 | 20 | | Total | 60% | 60 | | Tutor’s Comments: ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………...
Words: 5025 - Pages: 21
...sector organizations to help women to address the board application process from application to accepting the right position. They also assist them in preparing for a position on a public board through a one-to-one training for up to a year. The training includes workshops on corporate governance, risk management, roles of a non-executive director and assistance in capturing types of board aligned for their interest and strengths (Sealy, Doldor, & Vinnicombe, 2009). The Female FTSE Report in 2008 has named 1,800+ women at committee level across a variety of industries and these names were compiled as a very real response to the ‘lack of pipeline’ argument. However, these are just a list of names envisioned to be on the radar of search consultancies. Initiatives in database management in the UK therefore saw a major executive search consultancy announced a compilation of a database of senior female executives in the FTSE 250 companies aimed to increase the percentage of female board members on the organizations (Sealy, Doldor, & Vinnicombe, 2009). In addition, the Appointment Commission and UKRC for women in SET have been actively managing their database of potential female candidates. These organizations will match opportunities and those women on their databases. In 2004, a FTSE 100 cross-company set up a mentoring scheme aimed to provide mentoring at senior level for senior women in the FTSE 100 companies who were deemed to be potential board members (Sealy, Doldor, &...
Words: 2166 - Pages: 9
...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...
Words: 3732 - Pages: 15
...Women in economic decision-making in the EU: Progress report A Europe 2020 initiative Justice Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained in this publication. Pictures copyrights: fotolia Europe Direct is a service to help you find answers to your questions about the European Union. Freephone number (*): 00 800 6 7 8 9 10 11 (*) Certain mobile telephone operators do not allow access to 00 800 numbers or these calls may be billed. More information on the European Union is available on the Internet (http://europa.eu). Cataloguing data can be found at the end of this publication. Luxembourg: Publications Office of the European Union, 2012 ISBN-13: 978-92-79-23283-1 doi: 10.2838/65541 © European Union, 2012 Reproduction is authorised provided the source is acknowledged. Printed in Luxembourg Women in economic decision-making in the EU: Progress report A Europe 2020 initiative Table of content Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 1 The economic importance of gender diversity in corporate boards . . . . . . . . . . . . . . . . . . . . . . . .7 2 The gender imbalance on corporate boards: facts and figures . . . . . ...
Words: 10999 - Pages: 44
...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...
Words: 3671 - Pages: 15
...Running Head: Diversity Competency Case: Women on Corporate Boards Samantha Bunn Bus 520 May 10, 2011 Dr. Johnny Eluka Running Head: Diversity Competency Based on the stories presented, discuss the characterizations of the female board members in relation to the behavioral model of leadership. When I reviewed this case of women on different boards serving a variety of positions, I felt that there was a comparison with all these individual women whether they are the only woman director on board or whether they are among other women directors on board. However, it’s obvious that when the board only holds one woman the level of office difficulty is higher. The three stories of female board directors where they are the only females on board are very common. These women set a picture showing that they have to give 150% in order to be heard as well as a make a difference. Women who serve as the only female on boards are almost pushed out of the way, their opinions seem to not really matter. Their voices seem not to be heard either. The first woman states that: “You can make a point that is valid, and minutes later a male could make the same pointâ€, however the male will get congratulated where as the female will not. She also mentions that until the males in the board room realize that the females are not going anywhere, the respect is not given. Basically, the women have to work harder than the men to fit in, establish themselves as well as have their...
Words: 1202 - Pages: 5
...An old ancient Chinese proverb says, “Women hold up half the Earth.” The corporate world is on the forefront of believing these words. Women of the world today are being acknowledged as the key to economic success. Organizations all over the globe are learning the opportunities of opening up to diversity and adding women to their boardrooms. Ignoring talent in half the population is not the best method for an organization to create a successful and effective board. Urban Outfitters Inc. has not always been a top contender in the diverse corporate world. In this report, we will investigate how Urban Outfitters Inc. reluctantly took a step in the direction of updating the faces of their executive boardroom. We will discuss the challenges and changes gender diversity in the corporate work world meets. We will look at meaningful observations of board effectiveness in the boardroom and the workforce. Introduction Boardroom diversity is highly advocated by companies and investors. Boardrooms hold the main responsibility to ensure human talent planning coincides with developing policies and procedure concerning diversity and diversity issues within an organization. Boardrooms need talent management and ultramodern thinking to build company revenue. Organizations use warm and fuzzy words about diversity, yet only give lukewarm responses in practices. Diversity was sighted as a legal issue in the past; now organizations are opening up to accepting that diversity is not a...
Words: 3076 - Pages: 13
...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 by other European countries including Belgium, France, Italy, the Netherlands and Spain. While the topic of quota still remains highly controversial, countries are rather enacting...
Words: 1267 - Pages: 6
...Helping Women Climb the Ladder: How Corporations can Profit from Gender Diversity The need to make a commitment to encouraging diversity is paramount in today's business world. Executive women leadership can help corporations at the board level with success, find creative ways for face challenges, and spot talent within and outside the corporation while making the boardroom more innovative. Unfortunately, business women do not possess equal access to leadership. They face complexities not encountered by business men because of continuing uncertainties about their ability to lead. Requiring a diverse boardroom is a smart and practical way of bringing a different perspective and most assuredly value to the workplace. If every corporate board had at least one female board director, imagine the creativity and respect that would transpire. Women are working longer hours and the days of the "typical" stay at home mom are now becoming the stay at home dad. Business women have their sights on achieving an executive leadership position at the top of any corporation. Businesses must realize that there is something missing with boards being presided, managed and directed by all white males. In today's society, the word is inclusion, not exclusion, and it is robbing companies and society of talent and perspective that would benefit any firm by having the other half of the working population in the room. An integrated and diverse network of employees is a smart and practical way...
Words: 4114 - Pages: 17
...Women comprise more than half of the population in the United States and have overwhelmingly surpassed men in the attainment of Bachelor’s and Master’s degrees. In 2011, women only comprised 16.1 percent of board seats in Fortune 500 companies in the United States (Soares, 2011). This large gender disparity is hurting our boards immensely, as it is not showing enough of a large percentage of the population. In other countries the inclusion of other races and genders has been documented to show that it can help a company immensely in regards to profitability. In this report, we are going to talk about gender disparity, what it is, how it affects our Boards, what is being done, and ultimately what we can do even more to help bridge the gap in our gender disparity. We will also discuss the pros and cons of gender quotas when it comes to firms and women and also what is being done outside the United States to combat gender disparity internationally, either voluntarily or through law. Gender disparity, simply put, is inequality. In regards to this report we focus on the disparity of power when it comes to serving on Boards of Directors. According to Rachel Soares, who graphical depicts her information, shows that about 83% of all boards are composed of men overwhelmingly. (2011) That means women only make up about 17% of the member of a Board of Directors, and we consider that a problem. In figure 1 below, we show the disparity of women who hold positions on boards. (Soares, 2011)...
Words: 788 - Pages: 4
...Discrimination Against Women in the Workplace SOC203 March 25, 2013 Discrimination against Women in the Workplace Although some of the worst employment discrimination was eliminated by the Civil Rights Act in 1964, many women continue to undergo unfair and unlawful discrimination in the workplace. Even though women have come a long way, they are still being discriminated against in certain fields of work. High-end jobs, most commonly large companies and medical fields, continue to discriminate against women even though they have the same job qualifications as men. This qualifies as a social problem because women deal with discrimination in the workplace especially large corporations and also in the medical field. Many women have the same qualifications but still are paid less than most men. There are many different ways in which women are discriminated against in the workplace. The exclusion of women altogether solely due to their gender is a now rare example of how women are discriminated against. Although women have gained overall access to the workplace, sex discrimination still persists in additional ways. There multiple examples of potentially unlawful gender discrimination that women face. Hiring and firing are the first two problems women often face within the workplace. An example of this is woman applying for a job in which they have experience and excellent qualifications, but are not hired because some of the company's clients are more comfortable...
Words: 1730 - Pages: 7
...labor force in roughly the same proportion as men, why do you think women occupy so few seats on boards of directors? There is a perception that it’s better the men should lead any organization and they could have better been staying in the boards on director position among the people. I think this perception came from earlier ages and still keeping in the people's mind. The only thing that I don't want to agree with that there are still gender diversification in the organizations that doesn't depend on who could do better and have more ability. Meanwhile, women do the job as same proportion as men do, but there are more chances for men to lead the organization and take boards of directors in all kinds of job that requires such abilities either women do better than men naturally. In my opinion is that want to make an equality, any work positions to be available for anyone whoever has more ability on it, and also if women can participate in the labor force same as men, there should be women participation on the seats of director or leader positions. 2) Do you agree with the quotas established in many countries? why or why not? I agree with the board quotas established in many countries because the quotas accurately demonstrate how the role of women has definitely changed over the past generation. These board quotas present an initiative that appropriately reflects the change in dynamics between men and women in the workplace. Those who agree with the quota concept are those...
Words: 408 - Pages: 2
...Why Women Are Better Than Men In Doing Administrative Jobs Conclusion; we have different types of researches which show why women are better than men in doing administrative jobs. 1. Numerous studies over the years have provided evidence that women deserve to be board directors. One 2007 study found that boards with significant representation of women have a 66% higher return on invested capital, 53% higher return on equity, and a 42% higher return on sales compared to boards with more men. Another 2009 study discovered that having a female board director slashes a company’s bankruptcy risk by 20%. Other studies have shown that women can yield superior results in other areas of business as well. We recently reported on a study from financial services firm Rothstein Kass showing that female hedge fund managers outperform their male counterparts--by a lot. And yet, women make up just 9% of corporate board membership globally 2. The study, published in the International Journal of Business Governance and Ethics, surveyed 600 board directors (75% of them were male) and found some striking differences between the way men and women make decisions in corporate settings: the men opted to make decisions based on tradition, rules, and regulations, while the women tended to shirk tradition, consider the interests of all stakeholders, cooperate, and be more inquisitive. REFRENCE; http://www.fastcoexist.com We also have an article written by the Cosmopolitan magazine on 10 things...
Words: 892 - Pages: 4