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De Covid-19 pandemie zorgde voor een plotselinge omschakeling naar telewerk. Wereldwijd werden organisaties geconfronteerd met deze nieuwe werkvorm en zijn consequenties. Dit onderzoek zoekt een antwoord op de vraag of telewerken een invloed heeft op diversiteit in de bedrijfswereld aan de hand van het concept faultlines. Gebaseerd op data van een online enquête, ingevuld door werkgroepen van een Belgisch logistiek bedrijf, wordt er besloten dat er een negatief verband is tussen telewerk en actieve faultlines. Verder is er gezocht of het concept “groepsidentiteit” als moderator werkt op deze relatie, maar dit verband werd niet bevestigd. Deze bevinding moedigt de overgang van telewerk in de toekomst alleen maar toe. Het onderzoek heeft wel enkele implicaties en verder onderzoek naar dit verband is zeker geadviseerd. Dit is echter een eerste stap naar de studie rond telewerk en actieve faultlines.

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Corporate social responsibility and the gender diversity issue are two concepts that have gained enormous interest in recent years. Care for the environment, social welfare and openness to stakeholders have become every firm’s responsibility. This dissertation contributes to the empirical evidence regarding gender diversity in boards of directors and corporate social responsibility (CSR) performance. Using balanced panel data of 420 European listed companies from 2010 to 2021, we analyse whether female board members – and thus board gender diversity - influence a firm’s CSR performance. By performing several regressions using a within estimator, the following is concluded. The results indicate that a higher proportion of female board members has a significantly positive impact on CSR performance. However, reaching the critical mass – i.e. at least three female board members - has a significant impact on CSR but a further increase of female board members has a negative impact on CSR. Moreover, the results also indicate that both the level of education and the average age of the female board members do not exert a significant role on CSR performance. This shows that companies should strive to have a diversified board of directors with the right mix of gender, age and educational backgrounds.

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Literature associated with the actual behaviour of boards suggests more research should be done on board characteristics and how their behaviour can influence the overall performance of a company. For that purpose, it is necessary to implement the organizational behavioural theory and faultlines. In comparison to previous research that only focused on one or two attributes, this investigation proposed a more comprehensive calculation of faultlines considering three attributes simultaneously (gender, age and family membership). Furthermore, we explore the role of a moderating variable which comprises the formal board evaluation. The results of this study present evidence of a lack of significant effect of faultlines on financial performance as well as the moderating variable.