By Aaron A. Dhir
The shortcoming of gender parity within the governance of industrial companies has ignited a heated worldwide debate major policymakers to combat with tough questions that lie on the intersection of industry job and social id politics. Drawing on semi-structured interviews with company board administrators in Norway and documentary content material research of company securities filings within the usa, demanding Boardroom Homogeneity empirically investigates particular regulatory versions designed to handle range within the boardroom: quotas and disclosure. The author's research of the Norwegian quota version demonstrates the real function variety can play in improving the standard of company governance, whereas additionally revealing the demanding situations range mandates pose. His research of the U.S. regime indicates how a disclosure version has led businesses to set up a vocabulary of "diversity." even as, the research highlights the downsides of affording companies an excessive amount of discretion in defining that idea. This e-book deepens ongoing coverage conversations and provides new insights into the function legislation can play in reshaping the gendered dynamics of company governance cultures.
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Extra resources for Challenging Boardroom Homogeneity: Corporate Law, Governance, and Diversity
4 Dick Costolo, in responding to critiques levied in The New York Times, took to his firm’s 140-character medium, first discrediting The Times’s source and then resorting to the same metaphor Zuckerberg had used. 6 First, why focus on the board level in particular? 7 This engages a broader question: To the extent that the sociodemographic representation levels in boardrooms are low, why is this so? Is there a dearth of qualified diverse candidates vying for board appointments or are other complex dynamics related to decision making at play?
Term “governance Puwar, supra note 54 at 1. ”). ”69 Very few of my interviewees explicitly invoked feminism. But the quota law does appear to have had broader social effects by redistributing power in Norwegian society. Many respondents discussed how the quota compelled boards and nominating committees to extend their searches for new directors beyond the usual, traditional spheres of comfort. Boards had no choice but to look outside of their existing networks. This forced action was perceived to be necessary to combat the structural inequalities resulting from in-group favoritism and network-based barriers to positions of power.
For example, do the benefits that directors claim women have brought to the boardroom reflect gendered assumptions about women’s behavior? And will some of the benefits of women’s outsider status diminish over time, as women gradually assimilate onto boards and into the networks of male directors? Second, can the Norwegian experience be translated to other national contexts, and what factors must be taken into account when attempting to replicate it? How, for example, do particular features of different countries’ sociopolitical and corporate governance cultures inform the viability of quota legislation?
Challenging Boardroom Homogeneity: Corporate Law, Governance, and Diversity by Aaron A. Dhir