Empowering women in organizations – good practices
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Published:
Jul 19, 2022
Keywords:
Women in organization, Good practices, Empowering women in organizations
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Abstract
The main objective of the study is to show good practices from the Polish market that will answer the question of how a company can support women in their advancement to higher managerial positions. The analysis used both published results of previous research, mainly the Responsible Business Forum's (FOB) reports of 2019 and 2020 in the field of company’s activities towards women, and data obtained from selected companies (case studies). The presentation of good practices was preceded by an analysis of statistical data concerning the share of women in top managerial positions and an indication that the higher number of women in these positions is one of the factors of gaining competitive advantage by an enterprise in the global market. (fragment of the text)
Article Details
How to Cite
Lisowska, E. (2022). Empowering women in organizations – good practices. Women and Business, (1-4), 16–24, 56. https://doi.org/10.33119/KiB.2021.1-4.2
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2. Avery D.R., McKay P.F. [2006], Target practices: An organizational impression management approach to attracting minority and female job applicants, „Personnel Psychology”, 59, s. 157–187.
3. BAEL [2021], Aktywność ekonomiczna ludności Polski – III kwartał 2020, seria: Informacje Statystyczne, GUS, Warszawa.
4. Barney J.B., Clark D.N. [2007], Resource-based theory: Creating and sustaining competitive advantage, Oxford University Press, New York.
5. Boulouta J. [2013], Hidden connections: The link between board gender diversity and corporate social performance, „Journal of Business Ethics”, 113(2), s. 185–197.
6. Byron K., Post C. [2016], Women on boards of directors and corporate social performance: A meta-analysis. Corporate Governance, „An International Review”, 24(4), s. 428–442.
7. Conyon M.J., He L. [2017], Firm performance and boardroom gender diversity: A quantile regression approach, „Journal of Business Research”, 79, s. 198–211.
8. Cook A., Glass C. [2014], Women and top leadership positions: Towards an institutional analysis, Gender, „Work & Organization”, vol. 21(1), s. 91–103.
9. Credit Suisse [2012], Gender diversity and corporate performance, https://www.credit-suisse.com/newsletter/doc/gender_diversity.pdf
10. Dang A.R., Houanti L., Ammari A., Le N.T. [2018], Is there a “business case” for board gender diversity within French listed SMEs, „Applied Economics Letters”, 25(14), s. 980–983.
11. EIGE [2021], https://eige.europa.eu/gender-statistics/dgs, dostęp: 9.07.2021.
12. Erkut S., Kramer V., Konrad A. [2008], Critical mass: Does the number of women on a corporate board make a difference?, w: Women on corporate boards of directors. International Research and Practice, red. S. Vinnicombe, V. Singh, R. Burke, D. Bilimoria, M. Huse, Edward Elgar, Cheltenham.
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16. Fan Y., Jiang Y., Zhang X., Zhou Y. [2019], Women on boards and bank earnings management: From zero to hero, „Journal of Banking and Finance”, 107, 105607.
17. Festing M., Knappert L., Kornau A. [2015], Gender-specific preferences in global performance management: An empirical study of male and female managers in a multinational context, „Human Resource Management”, vol. 54(1), s. 55–79.
18. FOB [2019], Odpowiedzialny biznes w Polsce. Dobre praktyki 2019, Warszawa.
19. FOB [2020], Odpowiedzialny biznes w Polsce. Dobre praktyki 2020, Warszawa.
20. FOB [2021], Sygnatariusze Karty Różnorodności w Polsce, https://odpowiedzialnybiznes.pl/karta-roznorodnosci/sygnatariusze-karty/, dostęp: 2.08.2021.
21. Glass Ch., Cook A., Ingersoll A.R. [2016], Do women leaders promote sustainability? Analyzing the effect of corporate governance composition on environmental performance, „Business Strategy and the Environment”, 25(7), s. 495–511.
22. Górska A. [2017], Perception of women in top managerial positions in Poland, „Journal of Management and Business Administration Central Europe”, 25(1), s. 16–32, doi: 10.7206/jmba.ce.2450-7814.187
23. GUS [2019], Szkolnictwo wyższe i jego finanse w 2019 r., Informacje Statystyczne, GUS, Warszawa–Gdańsk.
24. Hafsi T., Turgut G. [2013], Boardroom diversity and its effect on social performance: Conceptualization and empirical evidence, „Journal of Business Ethics”, 112(3), s. 463–479.
25. Harjoto M., Laksmana I., Lee R. [2015], Board diversity and corporate social responsibility, „Journal of Business Ethics”, 132(4), s. 641–660.
26. Karta [2021], Równość kobiet i mężczyzn, https://fra.europa.eu/pl/eu-charter/article/23-rownosc-kobiet-i-mezczyzn, dostęp: 29.07.2021.
27. Kirsch A. [2018], The gender composition of corporate boards: A review and research agenda, „The Leadership Quarterly”, 29, s. 346–364.
28. Lisowska E. [2010], Kobiety w spółkach giełdowych i rentowność firmy, „Kobieta i Biznes”, 1–4, s. 3–12.
29. Lisowska E. [2013], Zasada parytetu płci na stanowiskach kierowniczych, „Ruch Prawniczy, Ekonomiczny i Socjologiczny”, z. 4, s. 147–161.
30. Lisowska E. [2019], Kobiety na stanowiskach menedżerskich a konkurencyjność firm, „Kobieta i Biznes”, 1–4, s. 2–9.
31. Mallin C.A., Michelon G. [2011], Board reputation attributes and corporate social performance: An empirical investigation of the US Best Corporate Citizens, „Accounting and Business Research”, 41(2), s. 119–144.
32. Martinez M.C.V., Rambaud S.C. [2019], Women on corporate boards and firm’s financial performance, „Women’s Studies International Forum”, 76, 102251.
33. Martins L.L., Parsons C.K. [2007], Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs, „Journal of Applied Psychology”, 92, s. 865–875.
34. McKinsey [2017], Potęga równości. Jak i dlaczego warto wspierać kobiety w karierze zawodowej?, McKinsey&Company, Warszawa.
35. Post C., Byron K. [2014], Women on boards and firm financial performance: A Meta-Analysis, „Academy of Management Journal”, 5, s. 1546–1571.
36. Post C., Rahman N., McQuillen C. [2015], From board composition to corporate environmental performance through sustainability-themed alliances, „Journal of Business Ethics”, vol. 130(2), s. 423–435.
37. Reuben E., Rey-Biel P., Sapienza P., Zingales L. [2012], The emergence of male leadership in competitive environments, „Journal of Economic Behavior and Organization”, 83, s. 111–117.
38. Scott L. [2021], Kapitał kobiet. Dlaczego równouprawnienie wszystkim się opłaca, Wydawnictwo Filtry, Warszawa.
39. Scott W.R. [1995], Institutions and organizations, Sage, Thousand Oaks. Silverstein M.J., Sayre K. [2009], Women want more. How to capture your share of the world’s largest, fastest-growing market, Harper Collins Publishers, New York.
40. Terjesen S., Aguilera R.V., Lorenz R. [2015], Legislating a woman’s seat on the board: Institutional factors driving gender quotas for boards of directors, „Journal of Business Ethics”, 128(2), s. 233–251.
41. Uchwała [2010], Uchwała nr 17/1249/2010 Rady Nadzorczej Giełdy Papierów Wartościowych w Warszawie S.A. z 19 maja 2010 r. w sprawie uchwalenia Dobrych praktyk spółek notowanych na GPW, https://www.gpw.pl/pub/GPW/files/PDF/dobre_praktyki/uch_rg_17_1249.pdf, dostęp: 4.08.2021.
42. Uchwała [2011], Uchwała nr 20/1287/2011 Rady Nadzorczej Giełdy Papierów Wartościowych w Warszawie S.A. z 19 października 2011 r. w sprawie uchwalenia Dobrych praktyk spółek notowanych na GPW, https://www.gpw.pl/pub/GPW/files/PDF/dobre_praktyki/uch_rg_15_1282_2011.pdf, dostęp: 4.08.2021.
43. Vishwakarma R. [2017], Women on board and its impact on performance: Evidence from microfinance sector, „Indian Journal of Corporate Governance”, 10(1), s. 58–73.
44. Williams R.J. [2003], Women on corporate boards of directors and their influence on corporate philanthropy, „Journal of Business Ethics”, 42, s. 1–10.
45. Wolfers J. [2006], Diagnosing discrimination: Stock returns and CEO gender, „Journal of the European Economic Association”, 4, s. 531–541.
46. Yang Y., Konrad W.M. [2011], Understanding diversity management practices: Implications of institutional theory and resource-based theory, „Group & Organization Management”, 36(1), s. 6–38, doi: 10.1177/1059601110390997; http://gom.sagepub.com/content/36/1/6
47. Zhang L. [2020], An institutional approach to gender diversity and firm performance, „Organization Science”, 31(2), s. 439–457.
48. Zou Z., Wu Y., Zhu Q., Yang S. [2018], Do female executives prioritize corporate social responsibility?, „Emerging Markets Finance & Trade”, 54(13), s. 2965–2981.