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What do international male business leaders have to say about gender diversity, the rise of talented women into management and the opportunities for the sexes to work together harmoniously in boardrooms – as well as the obstacles that stand in the way? When most people think manager, they think male. Boardrooms around the world are still dominated by ‘alpha’ men and their assertive, decisive leadership styles. Meanwhile, their female counterparts, alpha women, remain underrepresented in almost every country. Many women feel they’ve been excluded and are calling for equality. This book offers a fresh perspective on gender roles that moves away from the old paradigm of male domination and female victimhood. It argues that companies that want to succeed need to productively combine and leverage off the strengths offered by men and women. It covers how mixed leadership teams can be made the norm in international companies. To find some answers, Bettina Al-Sadik-Lowinski interviewed senior male executives from eleven countries. These ‘alpha men’ agree that women and their abilities should be better represented on company boards. They believe the current imbalance is due to a mix of talented women’s reluctance to pursue their career ambitions along with the barriers created by existing power structures. Male managers fear losing face and being shown up by strong women. They want recognition, rather than aggression, from their female colleagues. The interviewees also discuss what they see as women’s strengths, such as their positive, calming influence in male-dominated meetings, and comment on sensitive topics such as #MeToo and the influence of ‘erotic capital’ and ‘old boys’ networks’. The book presents the men’s views in their own words, complemented by alternative perspectives from top female executives. Al-Sadik-Lowinski’s analysis shows how both sexes can work together in international companies to build a brighter, sustainable future. Alpha Males and Alpha Females seeks to promote greater equality at senior levels in global companies, with mixed leadership teams made up of both qualified men and qualified women. It gives women who are interested in pursuing a management career an insight into men’s views, as well as advice on their personal career development. And it suggests strategies that executives can adopt to strengthen diversity, build mixed leadership teams and secure their companies’ long-term success.

Executives --- conflicts of genders in the workplace. --- gender diversity strategies. --- gender stereotypes. --- leadership competencies of women, boys’ clubs.

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This empirical study investigates the characteristics of boards of directors and their impact on employee turnover within small and medium-sized enterprises (SMEs) in Belgium. Boards of directors play a crucial role in corporate governance and strategic direction, directly influencing organizational culture and human resource management practices.

The primary objective of this research is to analyze how specific board characteristics, such as size, diversity, age, Women CEO affect employee turnover rates in Belgian SMEs. Employee turnover represents a significant challenge for SMEs, impacting both productivity and operational costs.

The findings of the study indicate that certain board characteristics have a significant impact on employee turnover.
Actually, board characteristics that have been studied, for instance: board size, board age, gender diversity, and the presence of women CEOs exhibit varying degrees of influence on employee turnover. The negative association observed between board size and turnover suggests that smaller boards might be less effective in retaining employees, possibly due to lack of cohesive decision-making or the short-term focus as smaller boards might prioritize immediate operational issues over long-term strategic planning. Furthermore, the positive relationship between board age and employee turnover indicates that older boards may struggle to adapt to the needs of a dynamic workforce.

These conclusions have important implications for SMEs seeking to improve their governance and reduce employee turnover. By optimizing the composition of their boards of directors, companies can not only enhance their organizational performance but also create a more stable and attractive working environment for their employees.

Governance , Board of directors , --- Gender diversity, --- Women CEO , --- Small and Medium Entreprises (SME), --- Board size, Board age , --- employee turnover --- Sciences économiques & de gestion > Finance

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Greater gender diversity of the IMF’s Executive Board continues to be important to strengthen decision-making at the highest levels of the institution by bringing together different perspectives. Increasing the number of women Executive Directors and Alternate Executive Directors sends important signals about the high value the membership and the IMF place on improving diversity and to generate better outcomes. Despite the IMFC’s calls for increased gender diversity of the Executive Board, the number of women holding the position of Executive Director and Alternate Executive Director on the Executive Board has not substantially improved over time.1 It is a great concern that the proportion of women on the Executive Board has declined in recent years, as shown in the attached updated Fact Sheet.

Economics of Gender --- Economics --- Gender diversity --- Gender Studies --- Gender studies --- Gender studies, gender groups --- Gender --- Monetary economics --- Monetary Policy --- Monetary policy --- Money and Monetary Policy --- Non-labor Discrimination --- Political Economy --- Political economy --- Sex role --- Women & girls --- Women --- Women's Studies

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Beginning in the early 2000s, there was an upsurge of national concern over the state of the science and engineering job market that sparked a plethora of studies, commission reports, and a presidential initiative, all stressing the importance of maintaining American competitiveness in these fields. Science and Engineering Careers in the United States is the first major academic study to probe the issues that underlie these concerns. This volume provides new information on the economics of the postgraduate science and engineering job market, addressing su

Scientists --- Engineers --- Science --- Engineering --- Study and teaching (Higher) --- stem, science, engineering, job market, technology, career, professional, college, competition, american workers, industry, business, nonfiction, economy, growth, innovation, female doctorates, women, gender, diversity, foreign-born, immigration, graduates, recruitment, academe, patents, research papers, publication, knowledge, graduation, phds, postgraduate, employment, inefficiency, higher education, scientific dissemination, commerce, promotions.

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The proposed SDN discusses the specific macro-critical aspects of women’s participation in the labor market and the constraints that prevent women from developing their full economic potential. Building on earlier Fund analysis, work undertaken by other organizations and academic research, the SDN presents possible policies to overcome these obstacles in different types of countries.

Economic Development, Innovation, Technological Change, and Growth --- Economics of Gender --- Gender diversity --- Gender inequality --- Gender Studies --- Gender studies --- Gender studies, gender groups --- Income economics --- Labor economics --- Labor Economics: General --- Labor force participation --- Labor market --- Labor Standards: Labor Force Composition --- Labor --- Labour --- Macroeconomics --- Non-labor Discrimination --- Sex discrimination --- Sex role --- Social discrimination & equal treatment --- Women & girls --- Women --- Women's Studies --- India