Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms
New evidence on board gender diversity from a large panel of European firmsGRAPE
Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms.
Gender diversity on management and supervisory boards GRAPE
Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms.
Making Sense of Abundance: Opportunity and Challenges Across Three Web Archiv...Ian Milligan
These are the slides that I gave at the Canadian Society for Digital Humanities annual conference at the University of Ottawa, Ottawa ON, on 3 June 2015.
Evidence on board gender diversity from a large panel of firmsGRAPE
We provide an overview of gender board diversity in Europe, using a unique database of over 100 million firms in over the period of two decades and a novel gender assignment. We show that – in contrast to the results reported in earlier literature – the presence of women on supervisory boards reduces the likelihood that a woman is on a management board. In fact, as many as 70% of European corporations have no women on supervisory boards and 60% have no women on management boards. We also show that more gender equality at a country level (as proxied by a wide variety of indicators) is not conducive to greater gender board diversity.
All on board? New evidence on board gender diversity from a large panel of f...GRAPE
We provide an overview of gender board diversity in Europe, using a unique database of over 100 million firms over the period of two decades and a novel gender assignment. We show that – in contrast to the results reported in earlier literature – the presence of women on supervisory boards reduces the likelihood that a woman is on a management board. In fact, as much as 80% of European corporations have no women on supervisory boards, whereas over 90% have no women on management boards. We also show that more gender equality at a country level (as proxied by a wide variety of indicators) is not conducive to greater gender board diversity.
New evidence on board gender diversity from a large panel of European firmsGRAPE
We provide an overview of gender board diversity in Europe, using a unique database of over 100 million firms in over the period of two decades and a novel gender assignment. We show that – in contrast to the results reported in earlier literature – the presence of women on supervisory boards reduces the likelihood that a woman is on a management board. In fact, as many as 70% of European corporations have no women on supervisory boards and 60% have no women on management boards. We also show that more gender equality at a country level (as proxied by a wide variety of indicators) is not conducive to greater gender board diversity.
In all our institutions, we are still experiencing a tremendous leadership gap. We will talk about the remaining barriers and unconscious biases towards female leadership and the different existing initiatives to overcome it.
New evidence on board gender diversity from a large panel of European firmsGRAPE
Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms.
Gender diversity on management and supervisory boards GRAPE
Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms.
Making Sense of Abundance: Opportunity and Challenges Across Three Web Archiv...Ian Milligan
These are the slides that I gave at the Canadian Society for Digital Humanities annual conference at the University of Ottawa, Ottawa ON, on 3 June 2015.
Evidence on board gender diversity from a large panel of firmsGRAPE
We provide an overview of gender board diversity in Europe, using a unique database of over 100 million firms in over the period of two decades and a novel gender assignment. We show that – in contrast to the results reported in earlier literature – the presence of women on supervisory boards reduces the likelihood that a woman is on a management board. In fact, as many as 70% of European corporations have no women on supervisory boards and 60% have no women on management boards. We also show that more gender equality at a country level (as proxied by a wide variety of indicators) is not conducive to greater gender board diversity.
All on board? New evidence on board gender diversity from a large panel of f...GRAPE
We provide an overview of gender board diversity in Europe, using a unique database of over 100 million firms over the period of two decades and a novel gender assignment. We show that – in contrast to the results reported in earlier literature – the presence of women on supervisory boards reduces the likelihood that a woman is on a management board. In fact, as much as 80% of European corporations have no women on supervisory boards, whereas over 90% have no women on management boards. We also show that more gender equality at a country level (as proxied by a wide variety of indicators) is not conducive to greater gender board diversity.
New evidence on board gender diversity from a large panel of European firmsGRAPE
We provide an overview of gender board diversity in Europe, using a unique database of over 100 million firms in over the period of two decades and a novel gender assignment. We show that – in contrast to the results reported in earlier literature – the presence of women on supervisory boards reduces the likelihood that a woman is on a management board. In fact, as many as 70% of European corporations have no women on supervisory boards and 60% have no women on management boards. We also show that more gender equality at a country level (as proxied by a wide variety of indicators) is not conducive to greater gender board diversity.
In all our institutions, we are still experiencing a tremendous leadership gap. We will talk about the remaining barriers and unconscious biases towards female leadership and the different existing initiatives to overcome it.
Gender diversity on management and supervisory boards GRAPE
Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms.
submit a ten page research paper related to data analytics in you.docxMARRY7
submit a ten page research paper related to data analytics in your major field of study; i.e., Human Resource Management or Leadership and Management, referencing a minimum of five scholarly referred journal articles multiple times throughout your paper. Make sure that your scholarly referred journal articles are within five years of publication. Please refer to the example on the World Class Room as well as your research book. Before you begin, the Professor must approve your topic, thesis statement, and abstract no later than Week Three. Further instructions for writing your ten page paper will be discussed in class. For this term emphasis will be placed on the following data analytic topics to choose from in writing your paper: a) The future of recruitment; b) Gender Parity and strategic support; and/or c) Managing Health/Wellness Benefits.
Please remember to follow the composition requirements stated below as well as to proof-read for spelling and grammatical errors. Write in third person throughout as well as in non-sexist language. The ten pages refer to the text of your paper, not the title page, list of references, etc.
Composition Requirements:
1. One inch margins top and bottom, left and right.
2. Running head on all pages.
3. Double-space throughout. Do not triple space between paragraphs.
4. Use Times New Roman, 12 point type font.
5. The page count does not include the title page, the table of contents, abstract or references cited pages.
6. A maximum of ten pages does not mean nine and one-half pages, nine and three-quarters pages or even eleven and seven-eight pages. It means ten pages.
7. Due no later than week seven of class.
I. Personality type ENFP
a. Extravert (31%)
b. iNtuitive (9%)
c. Feeling (12%)
d. Perceiving (6%)
II. How accurately this result to me
III. Myers-Briggs personality type is an asset in the work environment
IV. Myers-Briggs personality type is a liability to an organization
Annotated Bibliography (this will also be included with your paper)
1. http://www.humanmetrics.com/personality/enfp
2. https://www.16personalities.com/enfp-personality
3. http://psychology.about.com/od/trait-theories-personality/a/enfp.htm
4. http://www.truity.com/personality-type/ENFP
title
name
University
class
class
professor
date
Running head: WOMEN IN THE WORKPLACE: ISSUES AND CHALLENGES 1
WOMEN IN THE WORKPLACE: ISSUES AND CHALLENGES 13
Table of Contents
Table of Contents2
Women’s Issues in the Workplace and challenges as it relates to “Glass Ceilings”4
Women’s Issues in the Workplace and challenges as it relates to4
Women’s Issues in the Workplace and challenges as it relates to4
Equal Pay for Equal Work6
Equal Pay for Equal Work6
Interpersonal Mistreatment7
Interpersonal Mistreatment7
Macro-level factors8
Macro-level factors8
Meso-level factors8
Micro-level factors9
Historical Sources9
Recommended Training Strategies10
References13
WOMEN IN THE WORKPLACE: ISSUES AND CHALLENGES 2
Ab ...
Hemal Jhaveri - Framing differences in gender related sport insuranceHemal Jhaveri
Hemal Jhaveri - Framing Differences in Gender Related Sport Insurance coverage by Internet Sites and Newspaper publishers. Read the full ppt to know more.
Accompanying deck for my 30-minute presentation on survey. Survey is quite a lengthy topic so had to focus on the practicalities of choosing a survey and the rules of thumb around developing questions and the importance of sampling. There is a also a study of the Gallup Poll during the 1948 elections.
In this presenation Pamela Campa (Assistant Professor at SITE) discussed the under-representation of women in power and ongoing inequality of women in politics.
Gender diversity on management and supervisory boardsGRAPE
What stands behind the (lack of) women in boards? Can it all be explained by cultural factors? Are there any differences between public and private firms? We provide an answer to these key questions using the most comprehensive data available.
Title: 2020 Women On Boards: The National ConversationTerri Friel
Why should more women be on corporate boards? Read the astonishing results of studies that indicate business does better, MUCH better when women are included.
Presented at FITC Toronto 2018
More info at http://fitc.ca/event/to18/
Presented by Pansy Lee, Intuit
Overview
… to support gender equality. But what is holding them back? This presentation explores the challenges men face in supporting gender equality within their technology organizations. More importantly, it offers useful tips to overcome these barriers.
There has been a flurry of activity around empowering women to speak up and act on gender equality issues. However, gender equality is not only a women’s issue because you can’t have equality unless everyone agrees it’s important.
Allies have made a big difference in other movements and more recently there have been formal invitations for men to join the gender equality movement (Sheryl Sandberg’s #LeanInTogether & the UN’s #HeForShe). The goal is to help educate people on what is holding men back so to reduce those barriers and have more men involved.
Objective
To help educate people on what is holding men back so to reduce those barriers and have more men involved in gender equality
Target Audience
Men who want to support gender equality but aren’t sure how.
Four Things Audience Members Will Learn
Reasons why women are leaving the tech industry
Why supporting male allies is so important
The barriers holding back men from supporting gender equality
Tips on how to reduce those barriers
Description of Essay Heroes and Ordinary People” Changing the W.docxraelenehqvic
Description of Essay
Heroes and “Ordinary People” Changing the World.
In these times many of our prominent power holders who represent “success” are those known for their business acumen. Now consider that most of what has been created that ensures a democratic and just society here in Canada was fought for (and is fought for) by people from the margins. By looking through a hundred years of Canadian history consider what those from the margins have risked and why those risks even exist and how the image of success excludes their work and lives. What are we taught about obedience and compliance? And how does this relate to our focus as a society on getting the job? Use the three texts you have assigned for this course and other scholarly sources to develop a solid argument about the silencing of voices and movements from the grassroots
Three Texts:
1.
Gender and Women’s Studies in Canada.
Edited by Margaret Hobbs and Carla Rice
2. The Bad Feminst.
Roxane Gay
3. Herizons
– 50 Women Who Changed Canada Special History Issue. Spring 2015. Vol. 28 No. 4
- 3 Pages Double Spaced (excluding references)
- MLA format
- In text citation as well
- NO PLAGARISM SHOULD BE DETECTED
- Should be academic writing - university level
- Strong thesis should be developed and then
approved by me before starting essay
Tips For Essay
-
DO NOT
talk about One historical figure
- Talk about things we take advantage of right nowt hat were fought by women, back in the day, for us (one example is, schools - and how today we would not have classrooms like today with both genders and such eqaulity versus back in the day)
- Use specfic women who made sacrifices
- Why were the famous 5 taken off the bill?
Everything listed here must be followed in order to recieve payment
.
The Glass Castle Essay. . NYTimes Best Seller - The Glass Castle - Test, Essa...Sara Carter
"The Glass Castle" by Jeannette Walls - Free Essay Example | PapersOwl.com. Independence and Self-Sufficiency in "The Glass Castle" by Jeannette .... The Glass Castle Essays. ⇉Analysis of Glass Castle Essay Example | GraduateWay. The Glass Castle Exemplar/Revision Page - Perry Service Learning.
Learn how some of the world's most inspiring women are using their growing economic power to create success in meaning in their lives while building a better world
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
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Gender diversity on management and supervisory boards GRAPE
Using a unique database of over 20 million firms over two decades, we examine industry sector and national institution drivers of the prevalence of women directors on supervisory and management boards in both public and private firms across advanced and emerging European economies. We demonstrate that gender board diversity has generally increased, yet women remain rare in both boards: approximately 70% of European firms have no women directors on their supervisory boards, and 60% have no women directors on management boards. We leverage institutional and resource dependency theoretical frameworks to demonstrate that few systematic factors are associated with greater gender diversity for both supervisory and management boards among both private and public firms: the same factor may exhibit a positive correlation to a management board, and a negative correlation to a supervisory board, or vice versa. We interpret these findings as evidence that country-level gender equality and cultural institutions exhibit differentiated correlations with the presence of women in management and supervisory boards. We also find little evidence that sector-level competition and innovativeness are systematically associated with presence of women on either board in either group of firms.
submit a ten page research paper related to data analytics in you.docxMARRY7
submit a ten page research paper related to data analytics in your major field of study; i.e., Human Resource Management or Leadership and Management, referencing a minimum of five scholarly referred journal articles multiple times throughout your paper. Make sure that your scholarly referred journal articles are within five years of publication. Please refer to the example on the World Class Room as well as your research book. Before you begin, the Professor must approve your topic, thesis statement, and abstract no later than Week Three. Further instructions for writing your ten page paper will be discussed in class. For this term emphasis will be placed on the following data analytic topics to choose from in writing your paper: a) The future of recruitment; b) Gender Parity and strategic support; and/or c) Managing Health/Wellness Benefits.
Please remember to follow the composition requirements stated below as well as to proof-read for spelling and grammatical errors. Write in third person throughout as well as in non-sexist language. The ten pages refer to the text of your paper, not the title page, list of references, etc.
Composition Requirements:
1. One inch margins top and bottom, left and right.
2. Running head on all pages.
3. Double-space throughout. Do not triple space between paragraphs.
4. Use Times New Roman, 12 point type font.
5. The page count does not include the title page, the table of contents, abstract or references cited pages.
6. A maximum of ten pages does not mean nine and one-half pages, nine and three-quarters pages or even eleven and seven-eight pages. It means ten pages.
7. Due no later than week seven of class.
I. Personality type ENFP
a. Extravert (31%)
b. iNtuitive (9%)
c. Feeling (12%)
d. Perceiving (6%)
II. How accurately this result to me
III. Myers-Briggs personality type is an asset in the work environment
IV. Myers-Briggs personality type is a liability to an organization
Annotated Bibliography (this will also be included with your paper)
1. http://www.humanmetrics.com/personality/enfp
2. https://www.16personalities.com/enfp-personality
3. http://psychology.about.com/od/trait-theories-personality/a/enfp.htm
4. http://www.truity.com/personality-type/ENFP
title
name
University
class
class
professor
date
Running head: WOMEN IN THE WORKPLACE: ISSUES AND CHALLENGES 1
WOMEN IN THE WORKPLACE: ISSUES AND CHALLENGES 13
Table of Contents
Table of Contents2
Women’s Issues in the Workplace and challenges as it relates to “Glass Ceilings”4
Women’s Issues in the Workplace and challenges as it relates to4
Women’s Issues in the Workplace and challenges as it relates to4
Equal Pay for Equal Work6
Equal Pay for Equal Work6
Interpersonal Mistreatment7
Interpersonal Mistreatment7
Macro-level factors8
Macro-level factors8
Meso-level factors8
Micro-level factors9
Historical Sources9
Recommended Training Strategies10
References13
WOMEN IN THE WORKPLACE: ISSUES AND CHALLENGES 2
Ab ...
Hemal Jhaveri - Framing differences in gender related sport insuranceHemal Jhaveri
Hemal Jhaveri - Framing Differences in Gender Related Sport Insurance coverage by Internet Sites and Newspaper publishers. Read the full ppt to know more.
Accompanying deck for my 30-minute presentation on survey. Survey is quite a lengthy topic so had to focus on the practicalities of choosing a survey and the rules of thumb around developing questions and the importance of sampling. There is a also a study of the Gallup Poll during the 1948 elections.
In this presenation Pamela Campa (Assistant Professor at SITE) discussed the under-representation of women in power and ongoing inequality of women in politics.
Gender diversity on management and supervisory boardsGRAPE
What stands behind the (lack of) women in boards? Can it all be explained by cultural factors? Are there any differences between public and private firms? We provide an answer to these key questions using the most comprehensive data available.
Title: 2020 Women On Boards: The National ConversationTerri Friel
Why should more women be on corporate boards? Read the astonishing results of studies that indicate business does better, MUCH better when women are included.
Presented at FITC Toronto 2018
More info at http://fitc.ca/event/to18/
Presented by Pansy Lee, Intuit
Overview
… to support gender equality. But what is holding them back? This presentation explores the challenges men face in supporting gender equality within their technology organizations. More importantly, it offers useful tips to overcome these barriers.
There has been a flurry of activity around empowering women to speak up and act on gender equality issues. However, gender equality is not only a women’s issue because you can’t have equality unless everyone agrees it’s important.
Allies have made a big difference in other movements and more recently there have been formal invitations for men to join the gender equality movement (Sheryl Sandberg’s #LeanInTogether & the UN’s #HeForShe). The goal is to help educate people on what is holding men back so to reduce those barriers and have more men involved.
Objective
To help educate people on what is holding men back so to reduce those barriers and have more men involved in gender equality
Target Audience
Men who want to support gender equality but aren’t sure how.
Four Things Audience Members Will Learn
Reasons why women are leaving the tech industry
Why supporting male allies is so important
The barriers holding back men from supporting gender equality
Tips on how to reduce those barriers
Description of Essay Heroes and Ordinary People” Changing the W.docxraelenehqvic
Description of Essay
Heroes and “Ordinary People” Changing the World.
In these times many of our prominent power holders who represent “success” are those known for their business acumen. Now consider that most of what has been created that ensures a democratic and just society here in Canada was fought for (and is fought for) by people from the margins. By looking through a hundred years of Canadian history consider what those from the margins have risked and why those risks even exist and how the image of success excludes their work and lives. What are we taught about obedience and compliance? And how does this relate to our focus as a society on getting the job? Use the three texts you have assigned for this course and other scholarly sources to develop a solid argument about the silencing of voices and movements from the grassroots
Three Texts:
1.
Gender and Women’s Studies in Canada.
Edited by Margaret Hobbs and Carla Rice
2. The Bad Feminst.
Roxane Gay
3. Herizons
– 50 Women Who Changed Canada Special History Issue. Spring 2015. Vol. 28 No. 4
- 3 Pages Double Spaced (excluding references)
- MLA format
- In text citation as well
- NO PLAGARISM SHOULD BE DETECTED
- Should be academic writing - university level
- Strong thesis should be developed and then
approved by me before starting essay
Tips For Essay
-
DO NOT
talk about One historical figure
- Talk about things we take advantage of right nowt hat were fought by women, back in the day, for us (one example is, schools - and how today we would not have classrooms like today with both genders and such eqaulity versus back in the day)
- Use specfic women who made sacrifices
- Why were the famous 5 taken off the bill?
Everything listed here must be followed in order to recieve payment
.
The Glass Castle Essay. . NYTimes Best Seller - The Glass Castle - Test, Essa...Sara Carter
"The Glass Castle" by Jeannette Walls - Free Essay Example | PapersOwl.com. Independence and Self-Sufficiency in "The Glass Castle" by Jeannette .... The Glass Castle Essays. ⇉Analysis of Glass Castle Essay Example | GraduateWay. The Glass Castle Exemplar/Revision Page - Perry Service Learning.
Learn how some of the world's most inspiring women are using their growing economic power to create success in meaning in their lives while building a better world
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Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
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Co wiemy?
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We address the gender wage gap in Europe, focusing on the impact of female representation in executive and non-executive boards. We use a novel dataset to identify gender board diversity across European firms, which covers a comprehensive sample of private firms in addition to publicly listed ones. Our study spans three waves of the Structure of Earnings Survey, covering 26 countries and multiple industries. Despite low prevalence of female representation and the complex nature of gender wage inequality, our findings reveal a robust causal link: increased gender diversity significantly decreases the adjusted gender wage gap. We also demonstrate that to meaningfully impact gender wage gaps, the presence of a single female representative in leadership is insufficient.
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A range of policy recommendations mandating gender board quotas is based on the idea that "women help women". We analyze potential gender diversity spillovers from supervisory to top managerial positions over three decades in Europe. Contrary to previous studies which worked with stock listed firms or were region locked, we use a large data base of roughly 2 000 000 firms. We find evidence that women do not help women in corporate Europe, unless the firm is stock listed. Only within public firms, going from no woman to at least one woman on supervisory position is associated with a 10-15\% higher probability of appointing at least one woman to the executive position. This pattern aligns with the Public Eye Managerial Theory, suggesting that external visibility influences corporate gender diversity practices. The study implies that diversity policies, while impactful in public firms, have limited effectiveness in promoting gender diversity in corporate Europe.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large New Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economies, we use this model to provide comparative statics across past and contemporaneous age structures of the working population. Thus, we quantify the extent to which the response of labor markets to adverse TFP shocks and monetary policy shocks becomes muted with the aging of the working population. Our findings have important policy implications for European labor markets and beyond. For example, the working population is expected to further age in Europe, whereas the share of young workers will remain robust in the US. Our results suggest a partial reversal of the European-US unemployment puzzle. Furthermore, with the aging population, lowering inflation volatility is less costly in terms of higher unemployment volatility. It suggests that optimal monetary policy should be more hawkish in the older society.
Evidence concerning inequality in ability to realize aspirations is prevalent: overall, in specialized segments of the labor market, in self-employment and high-aspirations environments. Empirical literature and public debate are full of case studies and comprehensive empirical studies documenting the paramount gap between successful individuals (typically ethnic majority men) and those who are less likely to “make it” (typically ethnic minority and women). So far the drivers of these disparities and their consequences have been studied much less intensively, due to methodological constraints and shortage of appropriate data. This project proposes significant innovations to overcome both types of barriers and push the frontier of the research agenda on equality in reaching aspirations.
Overall, project is interdisciplinary, combining four fields: management, economics, quantitative methods and psychology. An important feature of this project is that it offers a diversified methodological perspective, combining applied microeconometrics, as well as experimental methods.
how to swap pi coins to foreign currency withdrawable.DOT TECH
As of my last update, Pi is still in the testing phase and is not tradable on any exchanges.
However, Pi Network has announced plans to launch its Testnet and Mainnet in the future, which may include listing Pi on exchanges.
The current method for selling pi coins involves exchanging them with a pi vendor who purchases pi coins for investment reasons.
If you want to sell your pi coins, reach out to a pi vendor and sell them to anyone looking to sell pi coins from any country around the globe.
Below is the contact information for my personal pi vendor.
Telegram: @Pi_vendor_247
BONKMILLON Unleashes Its Bonkers Potential on Solana.pdfcoingabbar
Introducing BONKMILLON - The Most Bonkers Meme Coin Yet
Let's be real for a second – the world of meme coins can feel like a bit of a circus at times. Every other day, there's a new token promising to take you "to the moon" or offering some groundbreaking utility that'll change the game forever. But how many of them actually deliver on that hype?
1. Elemental Economics - Introduction to mining.pdfNeal Brewster
After this first you should: Understand the nature of mining; have an awareness of the industry’s boundaries, corporate structure and size; appreciation the complex motivations and objectives of the industries’ various participants; know how mineral reserves are defined and estimated, and how they evolve over time.
when will pi network coin be available on crypto exchange.DOT TECH
There is no set date for when Pi coins will enter the market.
However, the developers are working hard to get them released as soon as possible.
Once they are available, users will be able to exchange other cryptocurrencies for Pi coins on designated exchanges.
But for now the only way to sell your pi coins is through verified pi vendor.
Here is the telegram contact of my personal pi vendor
@Pi_vendor_247
how to sell pi coins in South Korea profitably.DOT TECH
Yes. You can sell your pi network coins in South Korea or any other country, by finding a verified pi merchant
What is a verified pi merchant?
Since pi network is not launched yet on any exchange, the only way you can sell pi coins is by selling to a verified pi merchant, and this is because pi network is not launched yet on any exchange and no pre-sale or ico offerings Is done on pi.
Since there is no pre-sale, the only way exchanges can get pi is by buying from miners. So a pi merchant facilitates these transactions by acting as a bridge for both transactions.
How can i find a pi vendor/merchant?
Well for those who haven't traded with a pi merchant or who don't already have one. I will leave the telegram id of my personal pi merchant who i trade pi with.
Tele gram: @Pi_vendor_247
#pi #sell #nigeria #pinetwork #picoins #sellpi #Nigerian #tradepi #pinetworkcoins #sellmypi
The secret way to sell pi coins effortlessly.DOT TECH
Well as we all know pi isn't launched yet. But you can still sell your pi coins effortlessly because some whales in China are interested in holding massive pi coins. And they are willing to pay good money for it. If you are interested in selling I will leave a contact for you. Just telegram this number below. I sold about 3000 pi coins to him and he paid me immediately.
Telegram: @Pi_vendor_247
2. Elemental Economics - Mineral demand.pdfNeal Brewster
After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
Yes of course, you can easily start mining pi network coin today and sell to legit pi vendors in the United States.
Here the telegram contact of my personal vendor.
@Pi_vendor_247
#pi network #pi coins #legit #passive income
#US
how to sell pi coins effectively (from 50 - 100k pi)DOT TECH
Anywhere in the world, including Africa, America, and Europe, you can sell Pi Network Coins online and receive cash through online payment options.
Pi has not yet been launched on any exchange because we are currently using the confined Mainnet. The planned launch date for Pi is June 28, 2026.
Reselling to investors who want to hold until the mainnet launch in 2026 is currently the sole way to sell.
Consequently, right now. All you need to do is select the right pi network provider.
Who is a pi merchant?
An individual who buys coins from miners on the pi network and resells them to investors hoping to hang onto them until the mainnet is launched is known as a pi merchant.
debuts.
I'll provide you the Telegram username
@Pi_vendor_247
Managing marketing information to gain customer insights
Gender diversity on management and supervisory boards
1. All on board?
New evidence on board gender diversity from a large panel of European
firms
Joanna Tyrowicz (FAME|GRAPE, UoW, IAAEU and IZA)
Siri Terjesen (American University)
Jakub Mazurek (FAME|GRAPE)
Prague Workshop 2019
1
3. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
2
4. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
2
5. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014)
2
6. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014)
2
7. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
2
8. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
2
9. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
2
10. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
2
11. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
• Access to alternatives (↑ equality → ↓ women in STEM)
2
12. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
• Access to alternatives (↑ equality → ↓ women in STEM)
2
13. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
• Access to alternatives (↑ equality → ↓ women in STEM)
• Problems in this literature
2
14. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
• Access to alternatives (↑ equality → ↓ women in STEM)
• Problems in this literature
• Typically data only for stock listed companies
2
15. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
• Access to alternatives (↑ equality → ↓ women in STEM)
• Problems in this literature
• Typically data only for stock listed companies
• Choice of board(s) members is not random
2
16. Established in the literature
• Fun fact: More men by the name John than women in NYSE boards
• Glass ceilings:
• Stock listed companies lose market value subsequent announcing female
CEOs (Chapple & Humphrey, 2014) even if no evidence of weaker
performance (Wolfers, 2006; Terjesen, forthcoming)
• Different management strategies: e.g. risk-taking (Nakano and Nguyen,
2012; Berger et al, 2014; Facio et al, 2016) M&A (Levi et al, 2014), etc.
• Adams & Kirchmaier (2013, and later): women-friendly countries have
more women on boards
• Employment flexibility
• Access to alternatives (↑ equality → ↓ women in STEM)
• Problems in this literature
• Typically data only for stock listed companies
• Choice of board(s) members is not random
• Decision-makers own resentiment vs perception of shareholders tastes
2
17. How can we innovate relative to the literature?
• Data:
3
18. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
3
19. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
3
20. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
3
21. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
3
22. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
Use (8 waves of) Amadeus data (100 mio firm-years over nearly 3
decades)
3
23. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
Use (8 waves of) Amadeus data (100 mio firm-years over nearly 3
decades) Provide a novel method for gender assignment
• Question: test (Adams & Kirchmaier) intuitions on “good-for-all” drivers
3
24. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
Use (8 waves of) Amadeus data (100 mio firm-years over nearly 3
decades) Provide a novel method for gender assignment
• Question: test (Adams & Kirchmaier) intuitions on “good-for-all” drivers
H: ↑ gender equality more likely to have ↑ presence of W on S + M boards &
across F
3
25. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
Use (8 waves of) Amadeus data (100 mio firm-years over nearly 3
decades) Provide a novel method for gender assignment
• Question: test (Adams & Kirchmaier) intuitions on “good-for-all” drivers
H: ↑ gender equality more likely to have ↑ presence of W on S + M boards &
across F
H: cultural values changing towards rationality and freedom of self-expression
more likely to ↑ presence of W on S + M boards & across F
3
26. How can we innovate relative to the literature?
• Data:
• Go beyond stocklisted firms (→ public monitoring)
• Cross-country: delineate between supervisory to management boards
• Over time: increasing presence of women
Use (8 waves of) Amadeus data (100 mio firm-years over nearly 3
decades) Provide a novel method for gender assignment
• Question: test (Adams & Kirchmaier) intuitions on “good-for-all” drivers
H: ↑ gender equality more likely to have ↑ presence of W on S + M boards &
across F
H: cultural values changing towards rationality and freedom of self-expression
more likely to ↑ presence of W on S + M boards & across F
H: ↑ competition & innovativeness → ↑ presence of W on S + M boards
3
29. Amadeus data
• Comes from national information providers
• Typically full registry data: ownership details, NACE and board(s)
6
30. Amadeus data
• Comes from national information providers
• Typically full registry data: ownership details, NACE and board(s)
• Often: employment
6
31. Amadeus data
• Comes from national information providers
• Typically full registry data: ownership details, NACE and board(s)
• Often: employment
• For many firms: balance sheet and profit/loss statement
• Kalemli-Ozcan et al (2015): standard for cleaning the data
6
32. Amadeus data
• Comes from national information providers
• Typically full registry data: ownership details, NACE and board(s)
• Often: employment
• For many firms: balance sheet and profit/loss statement
• Kalemli-Ozcan et al (2015): standard for cleaning the data
• This study: no use of financial data → all available firms
6
33. Data
Table 1: Final samples
Full data With country-level institutional measures available
People Firms People Firms
Total # 112,351,222 69,327,072 28,946,738 17,666,148
Total unique 20,873,827 11,924,905 6,917,093 3,657,692
# Men 87,064,480 - 22,674,348 -
# Women 25,286,742 - 6,272,390 -
In firms which should have a supervisory board (*)
Total # 59,907,648 37,680,656 –——– –——–
Total unique 10,825,012 6,324,058 –——– –——–
# Men 45,988,164 - –——– -
# Women 13,919,484 - –——– -
In firms with data on supervisory board members (**)
Total # 1,960,606 463,872 625,192 134,399
Total unique 317,812 67,914 194,567 32,327
# Men 1,532,492 - 521,825 -
# Women 428,114 - 103,367 -
7
34. Measurement
Data features
• Growing availability over time
• ≈ 50% in market services (8.5m f-y in manuf + 6m f-y in construction)
• Constraining factor: country-level institutional variables (18/70m f-y )
8
35. Measurement
Data features
• Growing availability over time
• ≈ 50% in market services (8.5m f-y in manuf + 6m f-y in construction)
• Constraining factor: country-level institutional variables (18/70m f-y )
How to measure gender board diversity?
• a firm level share of women on board (unweighted average)
Matsa & Miller (2011); Ahern & Dittmar (2012); Adams & Kirchmaier (2016)
8
36. Measurement
Data features
• Growing availability over time
• ≈ 50% in market services (8.5m f-y in manuf + 6m f-y in construction)
• Constraining factor: country-level institutional variables (18/70m f-y )
How to measure gender board diversity?
• a firm level share of women on board (unweighted average)
Matsa & Miller (2011); Ahern & Dittmar (2012); Adams & Kirchmaier (2016)
• sum of women on boards (relative to men = weighted average)
Wolfers (2006); Adams & Ferreira (2009)
8
37. Measurement
Data features
• Growing availability over time
• ≈ 50% in market services (8.5m f-y in manuf + 6m f-y in construction)
• Constraining factor: country-level institutional variables (18/70m f-y )
How to measure gender board diversity?
• a firm level share of women on board (unweighted average)
Matsa & Miller (2011); Ahern & Dittmar (2012); Adams & Kirchmaier (2016)
• sum of women on boards (relative to men = weighted average)
Wolfers (2006); Adams & Ferreira (2009)
• fraction of firms that do not have women on board
novel indicator
8
39. Gender: exact names of board(s) members
In Amadeus as of 2014
• Heuristics to identify gender
1. H1: in some languages gender directly identifiable
e.g. vowel ending names in some Slavic languages, -ova in Czech, etc.
2. H2: the books of names
e.g. dedicated lists for each of the Scandinavian languages
• Resolving conflicts & dropping “impossible” countries
e.g. the Netherlands
10
40. Gender: exact names of board(s) members
In Amadeus as of 2014
• Heuristics to identify gender
1. H1: in some languages gender directly identifiable
e.g. vowel ending names in some Slavic languages, -ova in Czech, etc.
2. H2: the books of names
e.g. dedicated lists for each of the Scandinavian languages
• Resolving conflicts & dropping “impossible” countries
e.g. the Netherlands
• Manipulation check: 2010 & 2014 waves of Amadeus have salutations →
compare our gender assignment to salutations
total name-type-observations assigned: 16,254,928;
total with Amadeus confirmed gender: 15,371,479;
total men attributed as men: 10,074,034;
total women assigned as women: 4,048,932;
total men assigned as women: 10,963;
total women assigned as men: 10,626 so I think we are ok
10
41. Gender: exact names of board(s) members
Year % men in Amadeus attributed as % women in Amadeus attributed as
men women men women unassigned
2000 0.826 0.002 0.004 0.815 0.18
2001 0.824 0.002 0.005 0.808 0.187
2002 0.824 0.002 0.004 0.812 0.184
2003 0.823 0.002 0.004 0.809 0.187
2004 0.825 0.003 0.005 0.809 0.186
2005 0.825 0.002 0.005 0.810 0.185
2006 0.824 0.003 0.005 0.806 0.188
2007 0.835 0.003 0.005 0.815 0.179
2008 0.898 0.001 0.002 0.890 0.107
2009 0.990 0 0 0.985 0.015
2010 0.990 0 0 0.980 0.02
2011 0.989 0 0 0.981 0.019
2012 0.980 0 0 0.979 0.021
11
42. Board members: exact names of positions
In Amadeus as of 2014
• Countries differ in legal forms & positions
1. Catalogue positions in Amadeus and match them to law
2. Country by country
3. Assign no position in case of doubt
• Iterate this process
12
43. Board members: exact names of positions
In Amadeus as of 2014
• Countries differ in legal forms & positions
1. Catalogue positions in Amadeus and match them to law
2. Country by country
3. Assign no position in case of doubt
• Iterate this process
Manipulation check: 2014 wave of Amadeus → compare attribution
Amadeus Our heuristics
attribution No function S M # Total
No function 2,488,540 17,535 998,736 3,504,811
S 229,861 106,848 14 336,723
M 1,359,167 3,796 4,861,980 6,224,943
# Total 4,077,568 128,179 5,860,730 10,066,477
12
53. Summary of insights
• Adams & Kirchmaier (2016): general openness to women should make it
easier for them to be on supervisory boards (⇒ management boards)
22
54. Summary of insights
• Adams & Kirchmaier (2016): general openness to women should make it
easier for them to be on supervisory boards (⇒ management boards)
• Nothing robust about womens participation in the labor markets
22
55. Summary of insights
• Adams & Kirchmaier (2016): general openness to women should make it
easier for them to be on supervisory boards (⇒ management boards)
• Nothing robust about womens participation in the labor markets
• Only gender wage inequality works consistently, but weak
22
56. Summary of insights
• Adams & Kirchmaier (2016): general openness to women should make it
easier for them to be on supervisory boards (⇒ management boards)
• Nothing robust about womens participation in the labor markets
• Only gender wage inequality works consistently, but weak
• Not much evidence for Ingelhart either
22
57. Summary of insights
• Adams & Kirchmaier (2016): general openness to women should make it
easier for them to be on supervisory boards (⇒ management boards)
• Nothing robust about womens participation in the labor markets
• Only gender wage inequality works consistently, but weak
• Not much evidence for Ingelhart either
• No consistent patterns for competition or knowledge intensity
22
58. Summary of insights
• Adams & Kirchmaier (2016): general openness to women should make it
easier for them to be on supervisory boards (⇒ management boards)
• Nothing robust about womens participation in the labor markets
• Only gender wage inequality works consistently, but weak
• Not much evidence for Ingelhart either
• No consistent patterns for competition or knowledge intensity
• Too much of a leap
22
61. Instead of conclusions
• The data beyond stoclisted show more women in M than in S
• The institutional “equality all around” story is not robust
24
62. Instead of conclusions
• The data beyond stoclisted show more women in M than in S
• The institutional “equality all around” story is not robust
• Documented patterns: key role of firms with no women on boards
24
63. Instead of conclusions
• The data beyond stoclisted show more women in M than in S
• The institutional “equality all around” story is not robust
• Documented patterns: key role of firms with no women on boards
• Women are becoming more numerous (and less “infrequent”) → changes
in selectivity patterns or changes in economy structure?
24
64. Instead of conclusions
• The data beyond stoclisted show more women in M than in S
• The institutional “equality all around” story is not robust
• Documented patterns: key role of firms with no women on boards
• Women are becoming more numerous (and less “infrequent”) → changes
in selectivity patterns or changes in economy structure?
• Changes in corporate Europe = changes in institutional Europe
24