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Corporate diversity encompasses the different talents, knowledge, cultures, experiences and values of its employees. This diversity is reflected in multiple characteristics, such as race, age, gender, social class, religion, sexual orientation, ethnicity, culture and disability. The objective of this study is to identify if diversity is a value driver.

We take the diversity score from the Diversity Leaders Index 2023 published by Financial Times (FT) and Statista; this will be our independent variable in linear regression models whose objective variables are relevant fundamental indicators of the Euro Stoxx 50 companies. It is, therefore, a cross-sectional sample with financial data taken as of the current date. We have 37 Euro Stoxx 50 components included in the diversity ranking.

The results indicate that diversity is not a value driver for trading volume, for its revenue, or for systematic risk measured by the beta parameter. However, it is observed, in a confidence interval of 90%, that the most diverse companies are larger (according to their market capitalization). In addition, the most diverse companies are more profitable [return on assets (ROA)] and valued by the market [price to earnings ratio (PER)] in a confidence interval of 95%.

These results indicate that companies should promote corporate diversity as a management strategy, as it is observed that more diverse companies are more profitable and valued by the market. This study provides a quantitative vision in the context of homogeneous companies such as the Euro Stoxx 50 Index on the aspects in which diversity is a value driver.

The purpose of this study is to investigate the link between top management team (TMT) gender diversity and firm risk-taking in hospitality companies. The study also links female leadership to risk-taking. Finally, this study examines the moderating effects of TMT incentive pay and TMT age on the relationship between TMT gender diversity and firm risk-taking.

This study uses an unbalanced data set of 81 hospitality firms and 888 firm-year observations over the period of 1992–2020. The study uses fixed-effects regression estimation for primary analyses and addresses potential endogeneity concerns via two-stage least square regression with firm fixed-effects instrumental variable regression. Risk-taking is measured by total firm risk (i.e. the annualized volatility of daily stock returns). Main results are supported with alternative measures of firm risk and estimation methods.

The study finds that increasing TMT gender diversity leads to a reduction in firm risk-taking in the hospitality industry. Moreover, the study finds that hospitality firms led by a female CEO experience lower firm risk compared to firms led by a male CEO. Finally, the study finds evidence that the relationship between TMT gender diversity and firm risk is contingent on the level of incentive pay awarded to TMT members and the age of TMT members. Increasing incentive pay and aging executive teams decrease the risk reduction effect of TMT gender diversity.

The findings of this study recommend that firm risk-taking in the hospitality industry is related to gender diversity in TMTs. Hence, the board of directors should pay attention to gender composition for executive positions for risk management. Moreover, the results also suggest that care should be exercised when using incentive pay to align the interests of managers and shareholders. Finally, the board of directors needs to consider both gender diversity and age of the TMT members for TMT composition to manage executives’ risk-taking behavior.

This study fills a research gap in the hospitality literature by providing empirical evidence for the link between TMT gender diversity and firm risk-taking. Additionally, the study introduces incentive pay and age of TMT as contingency factors for the link between TMT gender diversity and firm risk-taking.

The literature on equality, diversity, and inclusion in organizational and societal contexts has grown in leaps and bounds over the last two decades or so. Our understanding of these phenomena in a global context is, however, limited, as attention has mostly been paid to the United States and other Western countries. This chapter aims to address this gap by exploring workplace diversity in Nigeria, an under-researched context, characterized by high diversity and low inclusion. Our goal is to understand the factors that shape diversity management operating in such a challenging context and to analyze the problems and prospects of building a highly diverse and inclusive environment.

Using a case study approach, the chapter analyzes four dimensions of equality and diversity (ethnic, religious, age, and HIV/AIDS) across four organizations.

This exploratory study highlights the challenges of building a diverse and inclusive workplace in a weak institutional environment. We identify competing logics of managing diversity in Nigeria: institutionalizing ethnic representation vs building a meritocracy (ethnic), maintaining religious neutrality vs promoting religious freedom (religion), keeping the elder tradition vs harnessing the power of youth (age), and managing safety and reputation vs providing employment security (HIV/AIDS).

This study sheds light on the importance of underlying thoughts on the effectiveness of diversity policies and argues that managers and organizations need to know how to balance competing logics and manage paradox effectively. It accentuates the importance of the national institutional environment in shaping diversity practices and provides insights for practitioners and policymakers.

The purpose of this paper is to explores the factors that might lead an individual to pursue part‐time (PT) employment.

The paper hypothesized that employees have very different motivations for PT working, and that these motivations will affect their work experiences. The paper builds on recent research focusing on attitudinal differences between “voluntary PT” and “involuntary PT” employees by developing and evaluating a measure of reasons for accepting PT work. Current full‐time (FT) and PT employees from several samples (n=1,069) completed a survey including our reasons scale, plus measures of facet job satisfaction, organizational commitment, and turnover intentions.

Cluster analyses of reasons indicated four groups of PT employees – voluntary, involuntary, caretakers, and students. These sub‐groups differed from each other, and from FT workers, on most outcome measures. Students and involuntary PT workers generally reported lower job attitudes and greater intentions to turnover than did caretakers, voluntary PT workers, and FT workers.

Future research should attempt to sample a larger number of PT workers, and begin investigating understudied outcomes (e.g. task and contextual performance, actual withdrawal behavior).

It is shown that PT workers are heterogeneous in both their reasons and their attitudes. The paper stresses the value of examining specific factors which result in an individual choosing to work PT in an effort to better understand his or her experiences on that job. A short measure is presented which may be used to further examine the implications of various reasons behind PT job choice.

The purpose of this research is to evaluate the impact of adopting the principles of corporate governance on the financial performance of companies listed on the Bucharest Stock Exchange (BSE). To assess the implementation of corporate governance principles, the authors built an index based on the principles specified in the BSE Corporate Governance Code (CGC).

An econometric analysis was conducted to estimate the impact that the authors’ corporate governance indicator had on financial performance, measured successively through Tobin's Q, return on equity (ROE), economic value added (EVA) and total shareholder return (TSR).

Following the regression model, the authors noticed the absence of a significant impact of corporate governance practices on performance measured by ROE, EVA and TSR but instead, a significant and positive relationship for Tobin's Q rate was found.

Due to the lack of data before the implementation of the BSE Code of Corporate Governance, the research period is limited to 2010–2015, but the authors’ future studies will try to extend the research period.

Although numerous studies have been conducted to analyze the empirical relationship between corporate governance and financial performance, no conclusive results have been obtained. The diversity of these findings can refer to methods used in the construction of a corporate governance measure as well as to the accuracy of financial reporting.

Climate change affects the natural resource base and poses enormous difficulty for the natural resource‐dependent indigenous population of the cold desert region in the high altitude Himalayas. The interplay of climatic and eco‐hydrological processes on these fragile ecosystem coupled with increasing anthropogenic pressure, are leading to increasing stress on indigenous agro‐pastoral communities and their livelihoods. The purpose of this paper is to summarize the outcomes of a study carried out in the Trans and Western Indian Himalayas to quantify the level of environmental threat and adaptive capacity.

Field studies were carried out across the cold desert belt in Indian Himalaya. A stratified, nested sampling across four Altitude Bands and three hydrological levels in two bio‐geographic regions. A participatory approach blended with scientific field observations and secondary data collection was adopted. Criterion variables were used to identify the “Vulnerability Hotspots” while component indices helped in depiction of key characteristic features of study units.

Data generated through participatory resource appraisal and scientific field observations were used to determine vulnerable “hotspot's”, identifying the driving factors (both anthropogenic and natural processes), and determining focus areas for interventions.

A pilot project on Water Access and Wasteland Development has been initiated in the Western Himalayas that integrates community based natural resource management with infusion of appropriate technology to address water stress and ecosystem vulnerability.

The research results identify target areas and methodologies for intervention, while the pilot initiative strives to ensure that disadvantaged cold desert mountain communities have access to resources and skills for effective management of these resources.

As the range and volume of information available online increases so does the number and diversity of potential new users. Unlike the more traditional users of online services these new users will come from many backgrounds and have varying levels of experience. Many of mem will also have raised expectations of the level of sophistication of computer interfaces as a result of using a range of different microcomputer applications. This article describes the advantage to end users of PC‐based interfaces to online search services, with particular reference to freeway, a system developed for end user searching of FT Profile. The stages in the development of freeway and a description of its operation under Windows is given.

The purpose of this paper is to investigate the role of socio-economic context in affecting the relationship between personal values and the purchase of fair trade (FT) products.

The study was based on data and information collected by means of a web-administered survey and was performed in two steps. First, an explanatory factor analysis on the Schwartz value system and a confirmatory factor analysis on socio-economic context variables were carried out. Second, the per capita GDP at provincial level and the predicted factor scores were used in an ordered probit model to explain the expenditure level of FT products.

The results provide evidence that the value system has an effect on the consumption of FT products, but the economic context, in particular the average wealth at province level, is also relevant and plays a role by either affecting FT product purchasing levels directly or interacting with personal values.

Because of the electronic submission and the specific channel used in the survey, the sample cannot be considered as representative of Italian consumers, and thus the analysis has a merely descriptive (non-inferential) function.

While several studies investigated how personal values affect consumers’ behaviour directly or indirectly, very few studies analysed the way socio-economic context interacts with the value structure and the way both aspects influence ethical consumption. The present study analyses this last aspect and provides evidence of the role economic context plays in affecting the relationship between personal values and FT products consumption.