董事会性别多样性的挑战:一项具有全球影响的澳大利亚研究
Suzanne Young1, Karen Farquharson2, Daswin De Silva3
1La Trobe Business School La Trobe University Melbourne 3086 Australia.
Global challenges (Hoboken, NJ)
|February 10, 2025
概括
澳大利亚董事会经常使用社交网络来选择董事,无意中限制了性别多样性. 优先考虑多样性和积极招聘对于进步至关重要.
科学领域:
- 商业和管理的管理.
- 社会学 社会学 社会学
- 组织行为 组织行为
背景情况:
- 企业领导层中的性别多样性仍然是一个持续的挑战.
- 虽然机构机构促进多样性,但公司董事会的采用却滞后.
- 了解董事选拔流程是解决性别差异的关键.
研究的目的:
- 调查澳大利亚董事会董事选拔流程.
- 分析这些过程如何影响女性的招聘.
- 探索社会选择方法,社会身份理论和性别动态的交集.
主要方法:
- 与经验丰富的董事会任命人员进行了深入采访.
- 采用专题分析来确定关键主题.
- 利用自然语言处理来分析主题中的情感和情绪.
主要成果:
- 董事会的选择主要是社会性的,而不是理性的.
- 网络和技能矩阵等常用方法可以限制多样性,如果性别不是积极优先考虑.
- 女性面临着巨大的障碍,导致强烈的负面情绪.
结论:
- 董事会必须积极优先考虑性别多样性,以实现这一目标.
- 目前的招聘方法需要扩大网络和池.
- 机构干预,包括目标和报告,可以推动变革.
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