標(biāo)題: Titlebook: Gender Diversity in the Boardroom; Volume 1: The Use of Cathrine Seierstad,Patricia Gabaldon,Heike Mensi-K Book 2017 The Editor(s) (if appl [打印本頁] 作者: 反抗日本 時間: 2025-3-21 17:31
書目名稱Gender Diversity in the Boardroom影響因子(影響力)
書目名稱Gender Diversity in the Boardroom影響因子(影響力)學(xué)科排名
書目名稱Gender Diversity in the Boardroom網(wǎng)絡(luò)公開度
書目名稱Gender Diversity in the Boardroom網(wǎng)絡(luò)公開度學(xué)科排名
書目名稱Gender Diversity in the Boardroom被引頻次
書目名稱Gender Diversity in the Boardroom被引頻次學(xué)科排名
書目名稱Gender Diversity in the Boardroom年度引用
書目名稱Gender Diversity in the Boardroom年度引用學(xué)科排名
書目名稱Gender Diversity in the Boardroom讀者反饋
書目名稱Gender Diversity in the Boardroom讀者反饋學(xué)科排名
作者: Amplify 時間: 2025-3-21 23:28
K. V. B. R. Tilak,Geeta Singh,K. G. Mukerjiedited volume. All of these countries have introduced some sort of quota regulations in the period 2003–2015. Yet we also acknowledge that although quotas have been introduced in the eight countries, we see great variations in the design and regulations of the laws.作者: 領(lǐng)帶 時間: 2025-3-22 03:46
https://doi.org/10.1007/978-3-031-33370-5rticular, we show that the law is effective as boards are now gender balanced. Nevertheless, the results of creating more diversity (or equality) beyond the boardroom are less clear. Nonetheless, we argue that the most important effects of the quota law in Norway have possibly been those beyond the 作者: 摘要記錄 時間: 2025-3-22 08:22
Soil Remediation Through Microbes, quota legislation. The results now, in 2017, four years after the implementation of the legislation, seem to point to changes on several fronts. The Icelandic experience of the gender quota so far has revealed that mandatory regulation is a key to the successful increase of female representation ar作者: Ancillary 時間: 2025-3-22 11:18
Application of Probiotics in Aquaculture,ation on boards. In this chapter, we provide a general background of French companies’ corporate governance structure, and a discussion of the national policy. Along with figures on women representation, we also provide critical reflections on the case and a short reflection from Viviane Neiter, a F作者: Headstrong 時間: 2025-3-22 14:36
Lebendiges Licht am toten Punkt,boards of directors (“old boys’ network”) as reflected in the statistics on female directors. It cannot be denied that quota laws are useful as a temporary measure to drive change, but further actions are required to accelerate the process such as a more open recruitment process, training, mentoring作者: Headstrong 時間: 2025-3-22 19:45 作者: Malcontent 時間: 2025-3-23 00:06
https://doi.org/10.1007/978-3-031-26042-1ificance of regulation and social legitimacy for women’s access to boards. Finally, I discuss board composition as symbolic management and the resistance to substantial change that is currently found in the German business community. The chapter closes with a reflection by the President of the women作者: 只有 時間: 2025-3-23 02:32
e analysis of similarities and differences within the eight countries and, by doing so, aim to provide a better understanding of the introduction of different quota laws within the eight countries discussed. We argue that not only the different enabling/hindering forces, the historical development a作者: Crumple 時間: 2025-3-23 05:43 作者: 全部逛商店 時間: 2025-3-23 11:56
Gender Quotas on Corporate Boards in Norway: Ten Years Later and Lessons Learned,rticular, we show that the law is effective as boards are now gender balanced. Nevertheless, the results of creating more diversity (or equality) beyond the boardroom are less clear. Nonetheless, we argue that the most important effects of the quota law in Norway have possibly been those beyond the 作者: Jogging 時間: 2025-3-23 16:13 作者: MOTIF 時間: 2025-3-23 18:36
Gender Diversity on French Boards: Example of a Success from a Hard Law,ation on boards. In this chapter, we provide a general background of French companies’ corporate governance structure, and a discussion of the national policy. Along with figures on women representation, we also provide critical reflections on the case and a short reflection from Viviane Neiter, a F作者: 歸功于 時間: 2025-3-23 22:46
Belgium: Male/Female United in the Boardroom,boards of directors (“old boys’ network”) as reflected in the statistics on female directors. It cannot be denied that quota laws are useful as a temporary measure to drive change, but further actions are required to accelerate the process such as a more open recruitment process, training, mentoring作者: Expressly 時間: 2025-3-24 03:37 作者: 參考書目 時間: 2025-3-24 07:39
,Women’s Access to Boards in Germany—Regulation and Symbolic Change,ificance of regulation and social legitimacy for women’s access to boards. Finally, I discuss board composition as symbolic management and the resistance to substantial change that is currently found in the German business community. The chapter closes with a reflection by the President of the women作者: Melatonin 時間: 2025-3-24 12:06 作者: Density 時間: 2025-3-24 17:13 作者: ingrate 時間: 2025-3-24 19:23
tioners and policy-makers.Critically reflects on elements on.This edited collection provides a structured and in-depth analysis of the current use of quota strategies for resolving the pressing issue of gender inequality, and the lack of female representation on corporate boards. Filling the gap in 作者: 做作 時間: 2025-3-25 00:43 作者: 偶像 時間: 2025-3-25 07:10 作者: CLEAR 時間: 2025-3-25 08:34 作者: 緊張過度 時間: 2025-3-25 14:26
Book 2017inequality, and the lack of female representation on corporate boards. Filling the gap in existing literature on this topic,?the two volumes of .Gender Diversity in the Boardroom.?offers systematic overviews of current debates surrounding the optimisation of gender diversity, and the suggested pathw作者: 縱火 時間: 2025-3-25 17:30
Gender Diversity on Boards in Spain: A Non-mandatory Quota,boards of listed companies stood at only around 20%. The reasons behind this delay are resistance on the part of corporations, a potentially low number of women ready to join boards, and a temporary downgrading of the importance of gender equality as a result of austerity measures in the economic recession.作者: Affection 時間: 2025-3-25 22:35 作者: 修飾 時間: 2025-3-26 01:36
https://doi.org/10.1007/978-3-031-33370-5 the Parliament in 2003 and implemented in 2006 with a two-year grace period. In this chapter, we describe some of the contextual factors and processes that were important leading up to the introduction of the quota law in Norway. We contend that the law is, to a certain extent, in line with the his作者: 愚笨 時間: 2025-3-26 07:29 作者: cardiac-arrest 時間: 2025-3-26 09:30 作者: 補(bǔ)角 時間: 2025-3-26 12:55
Application of Probiotics in Aquaculture,January 2011, listed companies and non-listed companies with revenues or total of assets over 50 million euros or employing at least 500 persons for three consecutive years have to reach a minimum of 40% of each sex on boards within a six-year period, with an intermediary level of 20% in 2014. This 作者: connoisseur 時間: 2025-3-26 18:16
Muzamil Ali,Tasiu Isah,Dipti,A. Mujibt progress in terms of getting women on corporate boards. This law is characterised by a strong pressure through a sanction system, but it has a temporary validity. The aim of this chapter is to show the development of the gender balance initiatives and the effect of the quota law on boards in Italy作者: MENT 時間: 2025-3-26 21:27 作者: 偏見 時間: 2025-3-27 02:28
Heiner Niemann,Christine Wrenzyckilves and the Dutch legislator has so far been hesitant in introducing binding gender quotas for companies. However, in January 2013 the legislator introduced gender quotas (30%) for the corporate boards of ‘larger companies’ given the low number of women on corporate boards. These quotas were of a ‘作者: PAEAN 時間: 2025-3-27 06:26 作者: 諷刺 時間: 2025-3-27 12:05
discussed in this volume: Norway, Spain, Iceland, France, Italy, Belgium, the Netherlands and Germany. They all have, to date, introduced quota laws which are in many debates perceived as a unique tool to increase gender diversity on boards. What is evident is that a wide range of enabling/hindering作者: 鴕鳥 時間: 2025-3-27 15:35
978-3-319-85837-1The Editor(s) (if applicable) and The Author(s) 2017作者: 谷物 時間: 2025-3-27 19:04 作者: NATAL 時間: 2025-3-27 22:28 作者: nautical 時間: 2025-3-28 03:08 作者: STALE 時間: 2025-3-28 06:45
Gender Quotas on Corporate Boards in Norway: Ten Years Later and Lessons Learned, the Parliament in 2003 and implemented in 2006 with a two-year grace period. In this chapter, we describe some of the contextual factors and processes that were important leading up to the introduction of the quota law in Norway. We contend that the law is, to a certain extent, in line with the his作者: FECK 時間: 2025-3-28 14:20
Gender Diversity on Boards in Spain: A Non-mandatory Quota,ta required a 40% gender diversity to be achieved by 2015. Not only was this figure not achieved, however, but by 2016 the representation of women on boards of listed companies stood at only around 20%. The reasons behind this delay are resistance on the part of corporations, a potentially low numbe作者: 偏見 時間: 2025-3-28 16:20
Gender Diversity on Boards in Iceland: Pathway to Gender Quota Law Following a Financial Crisis,an “role model” by stating that 40% of each gender must be represented on corporate boards of directors in all state-owned enterprises, publicly traded firms and all private limited companies with 50 or more employees. No other country has legalised such extensive requirements for firms. This very e作者: 預(yù)示 時間: 2025-3-28 22:02 作者: Cupidity 時間: 2025-3-28 23:30 作者: 小歌劇 時間: 2025-3-29 06:47
Belgium: Male/Female United in the Boardroom,t reveal a significant gender gap regarding employment and overall earnings, but the educational numbers are more promising. Since the millennium, Belgium has taken significant steps forward in the field of gender equality. In this context, initiatives were launched to promote a more balanced partic作者: thrombosis 時間: 2025-3-29 07:57
Gender Diversity on Corporate Boards in the Netherlands: Waiting on the World to Change,lves and the Dutch legislator has so far been hesitant in introducing binding gender quotas for companies. However, in January 2013 the legislator introduced gender quotas (30%) for the corporate boards of ‘larger companies’ given the low number of women on corporate boards. These quotas were of a ‘作者: 感激小女 時間: 2025-3-29 14:36
,Women’s Access to Boards in Germany—Regulation and Symbolic Change,boards. I then present data on the development of women’s representation on management and supervisory boards in the largest companies and in listed companies, finding that the gap between the shares of women and men in these top decision-making bodies, and particularly on management boards, is narr
