Standard Chartered Bank: Women on Corporate Boards in India 2010

This first Standard Chartered Bank: Women on Corporate Boards in India 2010 report looks at the representation of women on the boards of India's leading companies on the Bombay Stock Exchange (BSE-100) . It ranks the companies in terms of the gender diversity of their boards, with those with the highest percentage of women on their boards appearing at the top. The report also examines the general topic of gender diversity on the boards of the BSE-100 by presenting the findings of interviews with 18 female directors of BSE-100 companies

Expanding the notion of dialogic trading zones for impactful research: the case of women on boards research

Debates about research impact highlight the importance of involving practitioners in research processes but are unclear as to how precisely to foster this dialogue. This paper considers how dialogic encounter can be encouraged through ‘trading zones’ where academics and practitioners collaborate. We draw on our experience of conducting research on women on boards for over 15 years to examine (a) how we established and evolved our role within trading zones in this field, achieving impact on policy and business practice, and (b) how we interfaced between trading zones and the academic field, thereby enabling cross-fertilization of ideas between academics and practitioners. We contribute to literature on research impact by empirically examining and critically evaluating the key characteristics of trading zones. First, trading zones are theorized to be action-oriented. Our analysis reveals how multiple stakeholders collectively redefine the action goals, illustrating the need to expand our understanding of relevant ‘practitioners’ beyond managers. Second, we find that durability of trading zones is crucial because it enables gestation of ideas and reframing problems. Third, we problematize the notion of psychological safety in trading zones, arguing that dialogic capability and the pursuit of impact require acceptance of trade-offs and political manoeuvrings

Reflections on women’s progress into leadership in the UK and suggested areas for future research

Purpose The paper provides an invited “Viewpoint” from Professor Susan Vinnicombe, along with contributions from Professor Sharon Mavin, on women leaders’ progress on UK company boards and suggests areas for future research. Design/methodology/approach Draws on data from the annual UK The Female FTSE Board Report (2021) and The Hidden Truth Report (2022), tracking gender diversity on UK company boards. Professor Vinnicombe outlines reflections on progress, and jointly the authors highlight suggested areas for future women-in-leadership research. Findings The authors argue against the continued use of the business case for gender diversity and suggest a research agenda for future women-in-leadership research concerning: gender-aware Chairs of Boards and Chief Executive Officers and men allies; access and appointment to senior board roles; and bias in senior appointments. We suggest a return to examining barriers to women’s progress in middle management, the role of middle managers/leaders and the uptake and impact of established flexible ways of work at executive levels. New research is possible into how women leaders in top positions have a positive influence on gender diversity yet are discriminated against by various publics. The authors recommend further intersectional research as a priority for women-in-leadership research to enable further theorizing and feminist progress. Originality/value Professor Sue Vinnicombe has dedicated her academic career to questioning barriers to women’s progress in management/leadership and actively influencing organisational practice. Sue was influential in the field before her first co-authored papers were published in Women in Management Review (our predecessor) in 2001 and 2002. Professor Sharon Mavin is a previous co-editor of Gender in Management: an international journal. Her first papers were published in Women in Management Review in 1999 and 2001. Sharon is co-editor of the Special Issue, women-in-leadership research and feminist futures: new agendas for feminist research and impact on gender equality

An examination of the cognitive construction of fit among chief executives and senior elected members in local authorities in England and Wales : is it gendered?

This research examines the cognitive construction of ‘Fit’ among male and female Chief Executives and Elected Members in Local Government. Using repertory grid technique, constructions of ‘Fit’ were elicited from 20 male and female Chief Executive and 20 male and female Elected Member pairs in England and Wales. Using a ‘grounded theory’ approach to content analysis, constructs were categorised into 16 categories. Results showed that the construction of ‘Fit’, among both Chief Executives and Elected Members contains elements of both P-J and P-O fit. Both Chief Executives’ and Elected Members’ notions of ‘Fit’ have some overlap with United Kingdom, public sector based constructs of Transformational Leadership. However, Elected Members’ construction of ‘Fit’ is qualitatively different, from that described by the Chief Executives in the sample. Male Elected Members lacked the relational and communal constructs expected in Transformational models. When the total sample was analysed by sex, male and female respondents also showed differences in their constructions of ‘Fit’. Males and females placed emphases on different sub-components of ‘Fit’ and these sex differences, although subdued, are broadly in line with previous repertory grid studies outlining perceived differences between male’s and female’s management and leadership styles. As a result it is concluded that ‘Fit’ is a gendered construct. This has important implications for (1) who is being appointed to senior positions in local government; (2) the assessment of leadership in more general terms; (3) the need for effective and close working relationships between Chief Executive and Leader of the Council; (4) the progress of the centrally driven modernising agenda in local government; and finally (5) the likelihood of significant culture change in local government in the near future.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Entrepreneurs' transitions from corporate life to own ventures : leveraging human capital and social capital to establish new businesses

This thesis explores the phenomenon of individuals leaving management careers in large corporations and establishing their own new ventures. Although the "corporate leaver" entrepreneur story enjoys frequent coverage in the popular press, there is little extant academic research on these individuals and their entrepreneurial process. Particularly lacking is an understanding of how the entrepreneurs make use of their past experiences. This study explores how entrepreneurs leverage human capital and social capital from previous work experiences when starting their own ventures. This dissertation is based on the results of an exploratory study and a main study, both of which were classified using Nvivo software. The exploratory study consists of interviews with six male/female entrepreneur pairs matched by management level and industry sector of previous employment. The exploratory study identifies the entrepreneurs' human capital and bridging and bonding social capital as well as feelings about previous work experience, motivations to start a new venture and family commitments. The main study is based on interviews with 24 entrepreneurs (twelve male, twelve female) who recently left management positions in financial services firms to establish their own businesses. The main study extends the exploratory study by unpacking the transfer of human capital in the form of knowledge creation and the transfer of bonding and bridging social capital. The research offers a number of theoretical, empirical, methodological and practical contributions to the field. At a theoretical level, this research confirms the usefulness of human capital and social capital for examining entrepreneurs' transfer from corporate. An analysis of the main study interviews reveals that the transfer of tacit and explicit knowledge from past work experience to the new venture can be mapped to Nonaka's knowledge creation framework. Third, the research highlights the application of structural, relational and cognitive dimensions of social capital to the former corporate entrepreneurs' social networks. A typology of the degree of transferability of human capital and social capital from previous work experiences is suggested, and eight case studies illustrate the four types: applicators, exploiters, networkers and re-inventors. The thesis offers empirical evidence in the form of entrepreneurs' self-reported human capital and social capital. Entrepreneurs' human capital is classified in terms of education, family background, and industry, management, business development and start-up experience. Entrepreneurs' social capital is organised by bonding (e. g. partners, mentors) and bridging relationships. The results indicate some differences between male and female entrepreneurs in terms of gender homophily of social networks. A framework for analysing the transfer of human capital and social capital from past experience is developed. There is empirical evidence both of knowledge and networks which the entrepreneurs report as transferring to the new venture, and those which do not. Entrepreneurs' creation of new knowledge from past work experience and transfer to the new venture can be classified by Nonaka's socialisation, externalisation, combination and internalisation types. In terms of social capital, entrepreneurs report transferring relationships from past work experiences which have structural, relational and cognitive embeddedness. At the methodological level, the rich, qualitative nature of this research enables new insights into the transition from corporate to own ventures. Entrepreneurs' language is used to measure relational, structural and cognitive embeddedness. The thesis offers knowledge of practice. The phenomenon of individuals leaving corporate management careers to start own ventures, particularly in the financial services industry, is examined and explored. Implications for managers interested in leaving corporate to start their own ventures are offered, as are suggestions for corporations interested in retaining these employees. A typology of former corporate entrepreneurs by human capital and social capital transfer is developed. Authenticity- seeking motives are uncovered in the rhetoric of individuals who start new ventures in new industries.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

The impact of gender demography on male and female role interpretations and contributions : a qualitative study of non-executive directors of Icelandic boards

This thesis, submitted for the Cranfield DBA programme, examines and explores the impact of gender demography on male and female director’s role interpretations and contributions. The study was inspired by the scarcity of females on corporate boards and a desire to seek an understanding of how women and men contribute to boards. The study brings together the literature on females on boards, and on board roles and processes, revealing that both bodies of literature could benefit from more in-depth understanding of board processes. The thesis reports the results of two empirical studies based on in-depth interviews with male and female non-executive directors on Icelandic corporate boards. The first study of non-executives of male dominated boards supported many of the findings reported in earlier studies. Females were found to be active in critical questioning and pushing for better decision making. Males on the other hand stressed the importance of informal interactions. The study offered an understanding of the exclusion and low social and power status of females on male dominated boards. The second study, conducted two years later, on non-executives on both male dominated as well as gender integrated boards and an all female board, revealed in much more detail the nature of traditional board interactions and the benefits of a more balanced composition or even an all female composition. Males on gender integrated boards adopted the valuable role of questioning and holding management accountable, previously found to be mainly adopted by females. In addition, a shared understanding of roles and purpose between males and females was found to prevail on those boards. The gender integrated boards and the all female board possessed a much higher degree of openness, interaction and trust, resembling to a large extent the description of exemplary boards found in the literature, and the females on those boards were found to be quite confident. Finally, the findings question if the importance of informal relationships can be generalised, as those were found to have no relevance on gender integrated and all female boards. The study adds to the growing body of literature on board roles and processes, and the female board literature, and has significant implications for practice. It reveals the shortcomings of male dominated boards and challenges them to fundamentally change the ways they act and perform. It demonstrates how female non-executive directors bring valuable contributions and that a better gender balance can positively affect the dynamics of the board.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Understanding practices which foster inclusion: views from the top

Purpose This study aims to deepen our understanding of how inclusionary practices are used within organizations and how they satisfy specific inclusion needs. Design/methodology/approach We adopt a qualitative research design, reporting on data from semi-structured interviews conducted with 15 diversity and inclusion (D&I) directors/leads and using a thematic approach to analysis. Findings Our study expands understanding of inclusion practices, showing that they are not uniformly implemented and that practices may satisfy both needs to belong and differences valued, with interviewees prioritizing belonging. Well-being and career development are seen as important inclusion practices demonstrating support and appreciation of difference, thus as inputs, not outputs, of inclusion challenging existing assumptions. Inclusionary practices are malleable, and their impact depends critically on the leaders involved and their commitment to EDI. Originality/value Our study shows how practices satisfy inclusion needs and that the implementation of practices varies depending on the leaders involved