Search results

The current study aims to analyze the connection between gender disparities and employment in senior legal roles within large American firms. Specifically, this study seeks to uncover whether legal positions in large corporations reproduce inequalities in representation and wages, or whether these roles provide women with a pathway to greater gender parity.

Investigating a large data set of over 2,000 USA public companies over a ten-year period, this study examines the representation of women in senior legal roles, the likelihood of women’s appointment to those roles as a function of the gender composition of the industry and if a wage gap exists between men and women serving in the top legal roles in corporate America.

Findings suggest that rather than moving women closer to gender parity, in-house counsel positions reproduce many of the same inequalities found in large law firms, particularly with regard to representation in senior ranks and compensation.

Research has illustrated that women experience disadvantage in terms of representation, wages and advancement in large law firms and in corporate executive suites. Women lawyers who occupy senior executive roles, however, may benefit relative to their non-legal counterparts given their education and expertise. Their credentials and relative status may contribute in reducing or eliminating gender disparities. This study extends current research by investigating this potential path to greater gender equality.

This study aims to examine how gender variation in trans identities shape exposure to bias and discrimination. The authors then examine how trans identities intersect with race/ethnicity, education and social class to shape exposure risk to bias, discrimination and harassment in the workplace.

The authors use data from the 2015 U.S. Transgender Survey with 24,391 trans-identified respondents. To account for the nested nature of trans people in state contexts, the authors use two-level logistic multilevel models. The authors are guided by Puwar’s bodies out of place as the theoretical grounding for this study.

The authors find significant differences in how trans women and men experience discrimination. The authors also find differences in race, education and social class. Finally, the presence of anti-discrimination policies presents mixed results.

The authors’ analysis reveals important differences in trans workers’ exposure to discrimination based on gender identity, social class, race/ethnicity and policy context, and draws upon a rich and large data set.

Women remain underrepresented in academic STEM, especially at the highest ranks. While much attention has focused on early-career attrition, mid-career advancement is still largely understudied and undocumented. The purpose of this paper is to analyze gender differences in advancement to full professor within academic STEM at a mid-size public doctoral university in the western USA, before and after the National Science Foundation (NSF)-ADVANCE Program (2003–2008).

Using faculty demographics and promotion data between 2008 and 2014, combined with faculty responses to two waves of a climate survey, the magnitude and longevity of the impact of ADVANCE on mid-career faculty advancement across gender is evaluated.

This study documents increased representation of women in all ranks within the STEM colleges, including that of full professor due to ADVANCE efforts. It also demonstrates the role of greater gender awareness and formalization of procedures in reducing the variability in the time as associate professor until promotion to full professor for all faculty members, while also shrinking gender disparities in career attainment. As a result of the codification of the post-tenure review timeline toward promotion, more recently hired faculty are promoted more swiftly and consistently, irrespective of gender. Post-ADVANCE, both male and female faculty members express a greater understanding of and confidence in the promotion process and no longer see it as either a hurdle or source of gender inequality in upward career mobility.

While data were collected at a single university, demographics and career experiences by women mirror those at other research universities. This study shows that within a given institution-specific governance structure, long-lasting effects on faculty career trajectories can be achieved, by focusing efforts on creating greater transparency in expectations and necessary steps toward promotion, by reducing barriers to information flown, by standardizing and codifying the promotion process, and by actively engaging administrators as collaborators and change agents in the transformation process.

This study addresses mid-career dynamics and potential mechanisms that explain gender gaps in the promotion to full professor, a largely understudied aspect of gender disparities in career attainment within STEM. It shows how institutional policy changes, intended to alleviate gender disparities, can benefit the career trajectories of all faculty members. Specifically, this study highlights the crucial role of codifying procedures and responsibilities in neutralizing subjectivity and inconsistencies in promotion outcomes due to varying departmental climates.

The purpose of this paper is to understand the conditions under which racial/ethnic minorities are promoted to top leadership positions in American corporations. In addition to testing the glass cliff theory for racial/ethnic minorities, the paper also develops and test two additional theoretical mechanisms: bold moves and the savior effect. While the glass cliff theory predicts racial/ethnic minorities will be promoted to struggling firms, the bold moves theory predicts the opposite, that racial/ethnic minorities will be promoted to strong firms. The savior effect predicts that minority CEOs will be replaced by white male leaders if firm performance struggles during their tenure.

This paper relies on conditional logistic regression to analyze all CEO transitions among Fortune 500 companies over a 15-year period.

Consistent with the bold moves thesis but contrary to the predictions of glass cliff theory, the results suggest that racial/ethnic minorities are more likely than white executives to be promoted CEO in strongly performing firms. As predicted by the savior effect theory, the paper also finds that when firm performance struggles under the leadership of racial/minority CEOs, these leaders are likely to be replaced by white CEOs.

The findings contradict theory of the glass cliff and suggest additional mechanisms that shape the promotion probability of minority leaders.

Race and ethnicity shape promotion and replacement decisions for top leadership positions in important ways. While minority leaders are not set up to fail, as glass cliff theory would predict, the authors do find that confidence in the leadership of minority leaders may be tenuous. To overcome the risks of replacement of minority leaders, firms should seek to eliminate bias by allowing minority leaders enough time and resources to overcome declines in firm performance and increase the transparency of replacement decisions.

This is one of the first studies to test the glass cliff thesis with regard to racial/ethnic minorities. The paper also develops and tests two new mechanisms related to leader succession: bold moves and the savior effect.

This study aims to identify the main research development on board diversity and offers a quantitative synopsis of key themes and contributors, knowledge gaps and provides directions for further work.

Using a bibliometric analysis, the authors assess the patterns in global board diversity research based on co-occurrences of researchers’ keywords and publication outputs of 991 articles from the Scopus database. Also, the co-citation network analysis was performed to assess the intellectual structure of board diversity research.

According to the keyword analysis, the authors found that researchers focus on the gender diversity of the boardroom while ignoring the cognitive diversity and other aspects of demographic diversity such as educational, ethnic, age, nationality, experience, background and tenure, pointing to the need for further work to consider other diversity attributes and the interaction between them. Additionally, board diversity research related to (but not limited to) payout policy, cash holding, initial public offerings, small–medium enterprises and financial institutions is limited.

This study provides a comprehensive evaluation of the development of board diversity research (using a large archival database) and identifies the common construct as well as the potential opportunities for future research directions.

The authors wanted to find out if women in-house lawyers were treated more equitably than their counterparts in law firms and, therefore, reached higher ranks more often.

The authors examined 10 years of data about public companies in the ExecuComp dataset. The information includes name, age, gender, job category and numerous compensation measures. Public companies must report their top five earners. The authors narrowed their focus to 2,154 lawyers of whom 1,851 were men and 303 were women.

Analysis supported hypothesis 1, showing women are underrepresented in senior legal roles in large corporations. Hypothesis 2, however, was not supported. It was expected that women would be more likely to hold senior positions in female-dominated industries, but this was not the case. Finally, hypothesis 3 was not supported either. It suggested in-house women counsel would earn comparable compensation to their male counterparts. But analysis showed women earned 92.6pc of men earn and their bonuses were only 73.2pc of men’s.

The authors say the research has important practical lessons for companies. Many of the remedies for gender disparities in law firms apply also to in-house counsel, they say. A primary mechanism is to integrate more women into senior leadership positions. This will tend to lead to reductions in compensation disparities, as well as greater accountability and transparency.

This paper aims to challenge the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue, this paper critically reflects on some of the principal developments in management research on trans* and intersex people in the workplace and anticipates what future scholarship in this area might entail.

A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars.

The key finding is the persistence of cisnormativity and normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes.

This paper foregrounds the workplace experiences of trans* and intersex people, which have been neglected by management researchers. By positioning intersexuality as an important topic of management research, this paper breaks the silence that has enwrapped intersex issues in gender and management scholarship. There are still unanswered questions and issues that demand future research from academics who are interested in addressing cisnormativity in the workplace and problematising the sex and gender binaries that sustain it.

The purpose of this paper is to investigate the potential food and industrial values of a tropical and underutilized indigenous plant.

Specimens of a dry‐milled plant, namely: Zizyphus spina‐christi, were subjected to chemical analysis to determine their proximate, mineral, sugar, and amino acid compositions using standard procedures.

The fruit pulp was found to be a good source of energy, carbohydrates and rich in Mg, Ca, Fe and Zn, whereas the seeds are rich in crude fiber. Essential amino acids are 32.96 percent in fruit pulp and 25.22 percent in seeds, whereas non‐essential amino acids are 61.25 percent in fruit pulp and 73 percent in seeds.

The nutritional composition of the plant materials suggests that they may find use in food formulation operations and as industrial raw materials.

Starting at such a nutritional and health level as probably most people accept as their norm, it is now clearly possible (1) better to ensure a normally prompt development of the young, (2) to induce a higher level of adult vitality and accomplishment, and (3) materially to improve the duration as well as the quality of life, through the guidance of nutritional knowledge in the everyday choice and use of food. Three questions may have suggested themselves: (1) How conclusive are the data supporting such statements as those of the preceding paragraph?; (2) What are the grounds for confidence in the human application of the finding of laboratory animal experimentation in this field?; and (3) With all due reverence for individual human lives, will a longer‐lived population be an advantage? Each of these questions is worthy of a much fuller answer than the space here available permits; and could be answered with much ampler evidence and explanation, but for the present need of extreme condensation. Statistical analysis of the objective, numerically recorded data of laboratory‐controlled experiments shows, at all stages of the life cycle, nutritional improvements upon the initial norms with measured differences so manifold greater than their probable errors as to establish these findings with higher degrees of scientific certainty than probably attach to most of the unquestioned facts of physiology. The least‐expected of the new findings, namely, the extension of the normal adult life‐expectation, is objectively established with 100‐fold greater degree of statistical convincingness than the accepted canons of scientific criticism call for to justify the characterisation of such a finding is “undoubted.” The basal dietary of these experiments is representative of the food supplies upon which a large proportion of our people subsist; and the animal species chiefly used for the full‐life, successive‐generation experiments above mentioned is the rat, chosen primarily because of the many and close resemblances of the chemistry of the nutrition of that species and our own. The only known significant differences are with respect to ascorbic and nicotinic acids; and toward both of these the human species is much more responsive to the level of dietary intake than is the rat. Critical study reveals no reason to discount the above‐noted laboratory findings because of species difference; but, on the contrary, shows strong scientific evidence that the indications obtained from the experiments with rats are well within the probabilities of the nutritional improvement of human lives by intelligent use of our everyday foods. Such nutritional improvement results not only in longer life but also in the living of our lives upon a higher level of health and accomplishment throughout. The “extra time” is not added to the period of senility. It is inserted in the period of the prime, making this a longer fraction of the life cycle. Thus the nutritional improvement brings, to speak in human terms, both a larger number and a larger percentage of years of full accomplishment, and economic and social value, with a smaller proportion of years of dependency. Space does not permit the discussion here of the very real advantages, to the individual, to the world of industrial affairs, and to the nation, of an earlier attainment of full capacity and also a postponement of the onset of old age. How to extend the benefits of the newer knowledge of nutrition, as widely and as promptly as possible is both an economic and an educational problem. If space permitted, an abundance of statistical evidence could be assembled to show: (1) that, independently of educational opportunities, the families with better per capita purchasing power tend to provide themselves with nutritionally better food supplies; and (2) that also, among families exercising the same purchasing power in the same markets, some provide themselves with dietaries which are nutritionally excellent, others only good, and still others only fair. Much can be (and in many places is being) gained either by direct economic measures to increase the purchasing power of low‐income families whether by increase of money income or by making available to them larger supplies of protective foods at lower prices; or by widespread teaching of the nutritive values of foods and the influence of nutritional wellbeing upon health and earning‐power. Needless to say, the communities which have good use of both of these means of improvement may expect to reap the largest benefit. In an unbiased economic view everyone can see that there is opportunity for enormous benefit in using the new knowledge of nutritive values to guide the investment of the many billions of dollars that are annually spent in this country for food; and especially when the choice of food is now known to have greater and more far‐reaching effects upon health and earning power than has hitherto been supposed. But how often bias enters to cloud the economic view! Attempts to teach a more scientific investment of money in food are apt to meet a “vested interest” attitude of resentment from many purveyors of things which science cannot recommend for a higher place in consumers' budgets. And perhaps an even larger number of people “object on principle to,” or subconsciously react against, any attempt to teach discrimination of consumer demand, and any form of governmental paternalism or further extension of “government into business.” In addition to all the bias of an economic or political sort, tradition in itself retards change, especially in matters which come so closely home as does the family food supply. And in the domain of food, as one of the wisest students of nutrition has said, tradition tends to accumulate prejudices quite as often as truths. These and other causes tend somewhat unduly to caution in public teaching of the everyday use of the newer knowledge, which in terms of foods as bought and eaten is: Give fruits, vegetables, and milk in its various forms (including cheese, cream, and ice‐cream, if desired) a larger place in the dietary and food budget. This can be done without “cutting out,” and without too drastically “cutting down,” any other articles of food. As the Nestor of the new knowledge of nutrition has consistently taught: If we cat what we should, we can at the same time eat what we like. Another question sometimes arising is, How can we feel confident of the practical application of present nutritional knowledge when we admit its probable incompleteness by recommending further research? The present writer's answer is that some findings of such far‐reaching importance that their everyday application ought not to be postponed are conclusively established, and the practical advice above suggested is based upon these and is permanently valid. More elaborate and detailed dietary recommendations may well await the findings of such further researches as are briefly suggested below. Both further research and fuller application, neither delayed by waiting upon the other, should be strongly emphasised, especially in view of the present and impending situation. There should be prompt and wide dissemination of present knowledge at all teaching levels. And nothing is so stimulating to education as that research in the same field be actively productive at the same time. The best way to get a hearing, even for the findings now conclusively established, is to have some related new findings to tell. If made in large numbers, with great care, and on a comprehensive plan, further researches with natural foods as the experimental variables might be of great value. More accurate knowledge of the quantitative distribution of certain of the mineral elements and vitamins in foods can be sought with greater assurance of clear‐cut findings, and with certainty that these data will function both in the advancement of science and in the service of human welfare. There is also a field for much valuable research in the measurement of the nutritional availabilities of the mineral and other nutrients of the different articles and types of food, more especially by experimental methods which comply with the actual conditions of normal nutrition. With more precise knowledge of the nutritive values of a wider range of foods, it becomes increasingly practicable to ensure excellence of nutrition without sacrifice either of personal preferences in food selection or of the economic advantages which market fluctuations and seasonal conditions offer. Fortunately, most seasonal food crops are at their best when they are also at their cheapest. The fuller our knowledge of nutrition, the less we need depend upon diversification, but the better we are prepared to gratify a taste for it. The newer knowledge of nutrition is friendly to the fact that “eating has a great vogue as an amusement,” and several foods formerly regarded as luxuries are now seen to be good nutritional investments. The science of nutrition does not seek the sanctification of spinach: it looks with much more favour on many of the things that we find most fun in eating. The new knowledge helps in meeting the problems of both war‐time and peace‐time food supplies; and the findings of further research will doubtless help us all still further to harmonise our appetites and aspirations—to know how to eat both what we want and what will make us most efficient. Both for completeness of scientific explanation and to establish the boundaries of advantageous practical application of the findings, further research is needed even upon two of the three factors which, as mentioned in an earlier section, have already been studied more fully than others by our recently developed methods. As opportunity permits, similar studies should also be made of the long‐time effects of different levels of intake of each nutritionally essential amino acid, mineral element, and vitamin. Meanwhile, the factors which have already been found to be of outstanding importance in experiments upon the entire life cycle should now be studied by similar methods but with starting‐points at different ages so as to ascertain the influence of initial age upon the potentialities for nutritional improvement of the life history. In the planning of all such studies the world‐wide present interest in efficiency and preparedness will tend to give priority to those researches which bear most directly upon problems of the attainment of the fullest fitness, from what‐ever initial age, and the maintenance of optimal capacity for service. Fortunately, such advances of knowledge will service both science and the nation well, however long or short the war, and whatever its aftermath may be. Studies in nutritional rehabilitation deserve also a well‐considered place in the general programme for bringing the new knowledge into the service of all the people. Between the obvious cases of specific deficiency diseases and, on the other hand, the people whose physique and efficiency are within the zone of our present norm, too many even of our American people (and doubtless a higher proportion in most other countries) are handicapped, though we may not know exactly how and why. Many of these people can be rescued from individual and family frustration, and incalculably enhanced in economic and social value to the community and nation, by “enough of the right kinds of food”; and just what this means in more precise terms, how the greatest good can be accomplished with most promptness and efficiency, are problems within the scope of the present‐day methods of research in the chemistry of nutrition. Moreover, the same general type of research reveals good scientific probabilities of improving the chemistry of the internal environment, and thus enhancing the efficiency, of people who are already quite fortunately healthy and efficient.

In 1979, Rosemary Pledger became the first female President of the Academy of Management (AOM). AOM, through scholarship and teaching about management and organizations, is well known for its contributions to the development of modern management theory. The purpose of this paper is to understand and analyze the human and social influencers which enabled Pledger’s career success. She climbed to the top of her profession and became a role model for other professional women, especially in the academic field; she successfully cracked the glass ceiling.

The authors used a qualitative methodology as most appropriate to examine the research question of how Pledger used human and social skills to overcome barriers to career success. In addition to her biographical data, the authors analyzed 1,593 pages of documents from the AOM Archives at the Khell Center, Martin P. Catherwood Library, Cornell University, Ithaca, New York.

Pledger succeeded because she developed strong human and social capital critical for career success and career mobility. Becoming part of the top management team in three organizations – the AOM, the Southwestern AOM and the University of Houston – Clear Lake City is evidence of her skill in using her capital to crack the glass ceiling.

The limitation of author interpretation of secondary data is recognized.

This work illustrates the appropriateness of qualitative research, specifically, in placing important management figures in context, and it makes clear how human and social capital factors are critical to career success for women.

AOM’s contribution to the development of modern management theory is widely recognized; however, there is a lack of studies related to the career successes of AOM’s female leaders. This paper chronicles the career life of Rosemary Pledger who became the first female president of the AOM and a successful Dean and examines the factors that contributed to her career success despite the presence of a glass ceiling.