The relationship between gender diversity and corporate profitability : the top 100 companies on the JSE Ltd
- Authors: Lehobo, Lineo
- Date: 2012-11-06
- Subjects: Corporate profits , Diversity in the workplace , Gender diversity , Women executives , Corporate culture
- Type: Mini-Dissertation
- Identifier: uj:7364 , http://hdl.handle.net/10210/8120
- Description: M.Comm. , Although there has been some improvement over the last decade, the representation of women on corporate boards in many countries, including South Africa, is still alarmingly low. In the quest for gender equality in top corporate ranks and for better corporate governance, legislators and institutional investors have both called for greater diversity on corporate boards. This study determines whether the desired increase in gender diversity on boards, measured as the proportion of women on the board, is linked to greater corporate profitability, in an attempt to establish if there is any justification for appointing women to the board on the grounds of firm financial profitability. The study uses the Top 100 companies listed on the JSE to examine the nature of the relationship between board gender diversity and corporate profitability, for the period 2004 to 2008. Findings from correlation and regression analyses both portray a positive association between gender diversity in the boardroom and corporate profitability, but a negative association for gender diversity in the executive suite. Industry comparative analysis also shows that, on average, companies with one or more female directors outperform other companies on all three measures of profitability: return on assets, return on equity, and return on sales, whereas companies with one or more female executives show lower average profitability. Therefore, the study can advocate the appointment and inclusion of women on corporate boards from a financial or company profitability perspective, but it cannot do the same for female executives. Key words Gender diversity, corporate profitability, gender equality, corporate governance, board of directors
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Women managers as change agents : overcoming gender discrimination in transformation
- Authors: Mohapi-Setlhodi, Itumeleng Innocentia.
- Date: 2012-08-16
- Subjects: Women executives , Management. , Sex discrimination against women. , Women in development. , Educational change - South Africa.
- Type: Mini-Dissertation
- Identifier: http://ujcontent.uj.ac.za8080/10210/372293 , uj:2582 , http://hdl.handle.net/10210/6032
- Description: M.Ed. , One of the central themes that permeate studies on gender discrimination is the move towards eroding all forms of discrimination against women especially with regard to promotional posts in secondary schools (Ledwith & Colgan, 1996: 27). Hitherto, women remain a minority gender in terms of management positions in education generally and in secondary school management in particular. This has necessitated the implementation of policy documents to enforce the principle of gender equity, particularly in management positions. Measures have been taken, through the implementation of policy documents to enforce the principle of gender equity. However, certain subtle discriminatory practices remain a wedge between the present state of affairs and what has to be. This could be due to, inter alia, prejudice, tradition or even religious injunctions perpetuating women submissiveness. The increased awareness of gender politics combined with challenges about gender equity in organisations such as schools remains a thorny issue in education circles. Today, women are becoming increasingly aware of the important role they can play in transforming schools into viable learning institutions. This research has argued that although women may be discriminated against, they do possess requisite skills to transform their schools into highly performing institutions. In an attempt to interrogate the issue of gender discrimination, a qualitative research approach was employed to elicit the perceptions of educators with regard to women managers. Furthermore, this research explored the impact that women managers have. The research was conducted at a school in the Sedibeng West district (D8) of the Gauteng Province. Due to a small number of women managers in this district, namely, two including myself, one female principal was used as a sample in this research. Interviews with the principal as well as male and female educators in the school were conducted. The relevant research literature was used as a basis for data collection. The recommendations provided in this research are based on the categories which were identified from the interviews as well as observations. These categories are; sabotage, stereotype, positive strategies, barriers and weaknesses.
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