id:"swepub:oai:lup.lub.lu.se:1c710e0f-59e3-4fc9-9cb3-58ef3cfc7d49"
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| Fältnamn | Indikatorer | Metadata |
|---|---|---|
| 000 | 02957naa a2200313 4500 | |
| 001 | oai:lup.lub.lu.se:1c710e0f-59e3-4fc9-9cb3-58ef3cfc7d49 | |
| 003 | SwePub | |
| 008 | 200818s2020 | |||||||||||000 ||eng| | |
| 024 | 7 | a https://lup.lub.lu.se/record/1c710e0f-59e3-4fc9-9cb3-58ef3cfc7d492 URI |
| 024 | 7 | a https://doi.org/10.1371/journal.pone.02367212 DOI |
| 040 | a (SwePub)lu | |
| 041 | a engb eng | |
| 042 | 9 SwePub | |
| 072 | 7 | a art2 swepub-publicationtype |
| 072 | 7 | a ref2 swepub-contenttype |
| 100 | 1 | a Burzynska, Katarzynau Lund University,Lunds universitet,Nationalekonomiska institutionen,Ekonomihögskolan,Department of Economics,Lund University School of Economics and Management, LUSEM,Radboud University Nijmegen4 aut0 (Swepub:lu)nek-kbk |
| 245 | 1 0 | a Affirmative action programs and network benefits in the number of board positions |
| 264 | c 2020-08-04 | |
| 264 | 1 | b Public Library of Science (PLoS),c 2020 |
| 520 | a Whereas governments are increasingly considering affirmative action programs to increase corporate board diversity, the effect of such programs can be superficial as they do not address the underlying problem, which is women's access to and inclusion in relevant corporate networks. To address this issue, we study the relationship among affirmative action programs (binding gender quotas and non-binding gender targets), director networks, and the number of board positions individual directors hold given their gender. We use personal, professional, and network characteristics of 25,127 unique directors from 2,435 public firms in 32 European countries over the period of 2000 through 2017. We find that in the absence of affirmative action programs, women directors benefit less from their networks than men directors suggesting the existence of a gender gap in network benefits. After the passage of binding gender quotas, this gender gap in network benefits narrows between women and men directors. Overall, this research suggests that binding gender quotas make director networks a more salient tool for hiring women and may help in leveling the playing field in the way these networks are used for achieving top management positions. | |
| 650 | 7 | a SAMHÄLLSVETENSKAPx Ekonomi och näringslivx Företagsekonomi0 (SwePub)502022 hsv//swe |
| 650 | 7 | a SOCIAL SCIENCESx Economics and Businessx Business Administration0 (SwePub)502022 hsv//eng |
| 700 | 1 | a Contreras, Gabrielau Radboud University Nijmegen4 aut |
| 710 | 2 | a Nationalekonomiska institutionenb Ekonomihögskolan4 org |
| 773 | 0 | t PLoS ONEd : Public Library of Science (PLoS)g 15:8 Augustq 15:8 Augustx 1932-6203 |
| 856 | 4 | u http://dx.doi.org/10.1371/journal.pone.0236721x freey FULLTEXT |
| 856 | 4 | u https://journals.plos.org/plosone/article/file?id=10.1371/journal.pone.0236721&type=printable |
| 856 | 4 8 | u https://lup.lub.lu.se/record/1c710e0f-59e3-4fc9-9cb3-58ef3cfc7d49 |
| 856 | 4 8 | u https://doi.org/10.1371/journal.pone.0236721 |
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