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This paper examines the experiences of a team of female academics (teaching a large cohort of undergraduate students) and the coping mechanisms used to combat the challenges they confront in the Australian higher education sector.

Using a reflective autoethnographic method and strengths perspective, the authors share experiences as female professionals whose intersectional identities presented challenges that extend beyond those typically found in the current higher education setting.

The individualized nature of academic work exacerbates the systemic marginalization of female academics. Adopting a flock culture serves as a support network for addressing the various intersectional challenges. The authors liken the “flock cultural approach” to a “sisterhood” where individuals impacted by intersectional challenges build a strong and cohesive unit to support each other by utilizing their combined strengths to create positive synergy to cope with ongoing workplace challenges.

The study highlights the benefit of the strengths perspective to understand how female academics with intersectional identities can overcome the challenges of their highly individualized profession.

This paper highlights the importance of building team-based work, cultivating collective achievement and high trust in a highly individualistic profession.

Using the strength perspective, the authors disrupt the conventional and currently narrow usage of sisterhood to help develop strong, adaptive, flexible and responsive bonds among diverse female academics. The findings point to how using a “flock culture” – a membership-based philosophy – became the key support mechanism for the marginalized groups, empowering them to confront the systemic barriers within their profession.

First, the findings of this study are shaped by the intersections of factors such as ethnicity, age, race, religion and mode of employment, which all influences the participants’ lived experiences. Second, this study contributes to the transnational feminist movement by unveiling the contextualized barriers that junior academic females from various migrant backgrounds face and identify how they synergized their collective strengths to survive the challenging academic environment. Third, using the strength perspective, the authors disrupt the conventional and currently narrow usage of sisterhood to help develop strong, adaptive, flexible and responsive bonds among diverse female academics.

The purpose of this paper is to empirically study the relationship between informed trading and overall corporate governance mechanisms.

A broad range of governance characteristics are used to measure the governance structure of firms in the Toronto Stock Exchange. The risk of informed trading is estimated using a PIN measure that avoids biases induced by trade classification errors. Our proxies for informed trading are regressed on measures of corporate governance.

Our most important result is that the observed trade‐off between CEO compensation and informed trading holds only for large firms. There is no correlation between CEO cash compensation and the risk of informed trading in small and medium sized firms. We find evidence that cross‐sectional differences in the risk of informed trading are explained by a firm's governance structure.

Research finding a trade‐off between CEO compensation and informed trading merits closer examination.

Limitations on insider trading, and more broadly on informed trading, may involve different costs and benefits for large firms than for medium and small firms.

This paper expands the set of governance characteristics shown to interact with informed trading activity. The Toronto market is well suited to focusing on relations between informed trading and firm‐level governance characteristics.