The adoption of chief diversity officers among S&P 500 firms: Institutional, resource dependence, and upper echelons accounts

2017 ◽  
Vol 57 (1) ◽  
pp. 83-96 ◽  
Author(s):  
Wei Shi ◽  
Seemantini Pathak ◽  
Lynda Jiwen Song ◽  
Robert E. Hoskisson
Keyword(s):  
Resource Dependence ◽  
Upper Echelons ◽  
Chief Diversity Officers ◽  
Diversity Officers

Experiences of Chief Diversity Officers Q Sort

2016 ◽  
Author(s):  
Kara Gravley-Stack ◽  
Chris M. Ray ◽  
Claudette M. Peterson
Keyword(s):  
Chief Diversity Officers ◽  
Q Sort ◽  
Diversity Officers

Chief diversity officers measure diversity

2020 ◽  
pp. 100799
Author(s):  
Robbie Bishop-Monroe ◽  
John R. Wingender ◽  
Thomas A. Shimerda
Keyword(s):  
Chief Diversity Officers ◽  
Diversity Officers

scholarly journals Structuring Diversity: Chief Diversity Offices as Structural Responses to a Cultural Issue

10.28945/4433 ◽  
2019 ◽  
Vol 4 ◽  
pp. 263-277
Author(s):  
Eugene T. Parker
Keyword(s):  
Higher Education ◽  
Colleges And Universities ◽  
Future Research ◽  
Cultural Issues ◽  
Cultural Issue ◽  
Chief Diversity Officers ◽  
Education Community ◽  
Structural Responses ◽  
Changing Demographics ◽  
Diversity Officers

Aim/Purpose: Higher education has faced increasing perceptions, mainly by students, of unwelcoming campus racial and diversity climates. As a result, during the past decade, there has been a peak in the inaugurations of chief diversity officers. Yet, little is known about how these offices are established. Background: This study explores and describes the emergence of the chief diversity office at two research-intensive universities. Methodology: This study utilizes a qualitative case study to answer the research questions. Contribution: The study provides new knowledge about the impetuses that prompt the formation of chief diversity officers. Further, the findings inform the higher education community about the establishment of chief diversity offices at two universities that might help institutions inaugurate new offices. Findings: Findings illustrated that the formation of the chief diversity office at these research universities represented structural responses to cultural issues on campus. Recommendations for Practitioners: A recommendation for practitioners is to consider a thorough assessment of the campus climate as a means to prompt the formation of a chief diversity office. The structural attributes of the realized unit should be directly associated with the specific context of the respective campus. Recommendation for Researchers: Recommendations for researchers are to empirically address social identity when examining chief diversity officers and to further investigate job and work attitudes, such as organizational commitment or burnout, in these leaders. Impact on Society: Present day colleges and universities are the most diverse in history. Considering changing demographics, it is important to understand how institutions are structurally responding to diversity on campus. Future Research: Future research might investigate the nuanced ways in which institutions of higher education are inaugurating new offices and appointing new diversity leaders. Considering the distinct aspects of diversity, scholars might explore the salient skills or relevant background experiences that colleges and universities are seeking in these new leaders.

Women in the Upper Echelons: Women on Corporate Boards and in Top Management Teams

2018 ◽  
Author(s):  
Jihae You ◽  
Siri Terjesen ◽  
Diana Bilimoria
Keyword(s):  
Organizational Behavior ◽  
Resource Dependence ◽  
Critical Mass ◽  
Industrial Relations ◽  
Top Management Teams ◽  
Management Teams ◽  
Top Management ◽  
Corporate Boards ◽  
Upper Echelons ◽  
Firm Level

In light of the growing number of women in the upper echelons, it is necessary to integrate and synthesize research on women at the top of corporations. The extant literature occurs in several disciplines—appearing in the fields of management, strategy, finance, economics, organizational behavior, ethics, sociology, and industrial relations—and is disparate and fragmented. A large and growing set of scholars provide various theoretical perspectives and empirical findings addressing organizational demographics, supply side factors, and outcomes. A number of theories are employed to understand the issue of women in the upper echelons, including resource dependence, tokenism and critical mass, glass cliff, social identity, human capital, social capital, and signaling theories. Most articles use U.S. data and tend to deal with the effect of female CEOs or that of female representation on corporate boards and top management teams (TMTs) on various firm-level outcomes. The majority of the studies investigate a potential relationship between gender diversity and financial performance. Research on this topic can guide policy and practice, improving the performance of organizations and the individuals who work within them.

Sign in / Sign up

Export Citation Format

Share Document