Gender, age and nationality diversity in UK banks

2021 ◽  
Author(s):  
Joel Suss ◽  
Marilena Angeli ◽  
Peter Eckley
Keyword(s):  
Nationality Diversity

Diversity and the Performance of Selected Financial Institutions of Asia

2018 ◽  
Vol 2 (1) ◽  
pp. 1
Author(s):  
Shafaque Fatima ◽  
Saqib Sharif
Keyword(s):  
Financial Institutions ◽  
Positive Impact ◽  
Financial Institution ◽  
Gender Diversity ◽  
Business Case ◽  
Ordinary Least Squares ◽  
Cross Sectional ◽  
Age Diversity ◽  
The Impact ◽  
Nationality Diversity

Linking with the business case for diversity, this study examines whether the top management team (TMT) and the board of directors (BODs) diversity has a positive impact on financial institution (FI) performance in select countries of Asia least researched domain. We use data from 119 financial institutions across Asia for the year 2015, initially 1,447 institutions; however, incomplete data was excluded from final analysis. We use three proxies for diversity, that is, nationality diversity, gender diversity, and age diversity of TMT and BODs. To investigate the impact of TMT and BODs diversity, cross-sectional ordinary least-squares estimation is applied, using Return on Average Assets (ROAA%) as a measure of performance.  We find that nationality diversity and age diversity is positively and significantly related to FIs performance. Our evidence indicates that executives and board members with diverse exposure and younger age improve FIs profitability. However, there is no significant relationship between gender and FIs performance.

scholarly journals Pengaruh Board Diversity Pada Nilai Perusahaan Dalam Perspektif Corporate Governance

2019 ◽  
pp. 2070 ◽  
Author(s):  
Ni Luh Putu Purna Yogiswari ◽  
I Dewa Nyoman Badera
Keyword(s):  
Corporate Governance ◽  
Firm Value ◽  
Stock Exchange ◽  
Gender Diversity ◽  
Educational Background ◽  
Manufacturing Companies ◽  
Outside Directors ◽  
Board Diversity ◽  
Chemical Manufacturing ◽  
Nationality Diversity

Board composition is one particular issue regarding corporate governance. This study aims to find empirical evidence regarding the effect of board diversity proxied by gender diversity, nationality diversity, educational background, and the proportion of outside directors on firm value. This research was conducted in basic industrial and chemical manufacturing companies listed on the Indonesia Stock Exchange with an observation period of 3 years, those of from 2015-2017. The method of determining the sample uses a purposive sampling. The sample of this study amounted to 39 companies with a total of 117 samples. Based on the results of the analysis, it can be concluded that gender diversity and the proportion of outside directors have no effect on firm value while there is a positive effect between nationality diversity and educational background on firm value. Keywords: Board diversity, corporate governance, and firm value.

Nationality diversity and leader–Member exchange at multiple levels of analysis

2019 ◽  
Vol 38 (1) ◽  
pp. 20-39 ◽  
Author(s):  
Shaun Pichler ◽  
Beth Livingston ◽  
Andrew Yu ◽  
Arup Varma ◽  
Pawan Budhwar ◽  
...  
Keyword(s):  
Multilevel Model ◽  
Deep Level ◽  
Levels Of Analysis ◽  
Leader Member Exchange ◽  
Content Type ◽  
Surface Level ◽  
Member Exchange ◽  
Multiple Levels ◽  
The Relationship ◽  
Nationality Diversity

PurposeThe diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performance.Design/methodology/approachThe authors test a multilevel model of diversity and LMX using multisource survey data from subordinates nesting within supervisors. The authors do so in a context where diversity in nationality is pervasive and plays a key role in LMXs, i.e., a multinational organization in Dubai. The authors tested the cross-level moderated model using MPlus.FindingsThe results suggest surface-level similarity is more important to RLMX than deep-level similarity. The relationship between surface-level similarity and RLMX is moderated by workgroup nationality diversity. When workgroups are more diverse, there is a positive relationship between dyadic nationality similarity and RLMX; when workgroups are less diverse, similarity in nationality matters less. Moreover, LMXD at the workgroup level moderates the relationship between RLMX and performance at the individual level.Originality/valueThis study is one of very few to examine both diversity and LMX at multiple levels of analysis. This is the first study to test the workgroup diversity as a cross-level moderator of the relationship between deep-level similarity and LMX. The results challenge the prevailing notion that that deep-level similarity is more strongly related to LMX than surface-level diversity.

Board nationality and educational background diversity and corporate social performance

2019 ◽  
Vol 19 (2) ◽  
pp. 217-239 ◽  
Author(s):  
Maretno Agus Harjoto ◽  
Indrarini Laksmana ◽  
Ya wen Yang
Keyword(s):  
Corporate Social Performance ◽  
Social Performance ◽  
Educational Background ◽  
Corporate Boards ◽  
Content Type ◽  
The Us ◽  
National Citizenship ◽  
Corporate Social ◽  
The Relationship ◽  
Nationality Diversity

Purpose This paper aims to examine the relationship between the nationality and educational background diversity of directors serving on corporate boards and the firms’ corporate social performance (CSP). Design/methodology/approach This study measures nationality diversity by directors’ national citizenship and measures educational background diversity by countries from which they earned their undergraduate and post undergraduate degrees. It measures firms’ CSP using the MSCI ESG ratings. The study uses both univariate and multivariate analyses to empirically test the hypotheses. Findings Using a sample of US firms, the authors find that board nationality diversity and educational background diversity are positively associated with CSP. The findings suggest that improving director nationality diversity and educational background diversity could improve firms’ social performance. Originality/value This study shows that the increasing trend of foreign nationals in the US boards could shift the focus of US corporations to be more stakeholder-oriented.

scholarly journals Board Gender Diversity Dan Board Education Diversity terhadap Bank-Risk Taking

2021 ◽  
Vol 18 (2) ◽  
pp. 1
Author(s):  
Fani Khoirotunnisa
Keyword(s):  
Risk Taking ◽  
Gender Diversity ◽  
Bank Risk ◽  
Board Members ◽  
Current Debate ◽  
Significant Negative Effect ◽  
Gender And Education ◽  
Negative Effect ◽  
Board Gender Diversity ◽  
Nationality Diversity

The benefit of gender and education diversity on the board of commissioners is a subject of the current debate. This research investigates board gender diversity and board education diversity on bank risk-taking in Indonesian listed banks. Using a sample of 40 Indonesian banks over a period from 2012 to 2018, we find that board gender diversity has a significant negative effect on bank risk-taking. In contrast, the nationality diversity between bank's board members does not directly impact bank risk-taking. This study concludes that the more significant the proportion of women on the bank's board, the less risk the bank has. Keywords                    : Board Gender Diversity; Board Education Diversity; Bank Risk-TakingCorrespondence to        : [email protected]  Manfaat keberagaman jenis kelamin dan latar belakang pendidikan dewan komisaris menjadi topik perdebatan akhir-akhir ini. Penelitian ini mengkaji dampak dari keberagaman jenis kelamin dan latar belakang pendidikan dewan komisaris terhadap pengambilan risiko bank di bank-bank yang terdaftar di Indonesia. Dengan menggunakan sampel dari 40 bank di Indonesia selama periode dari 2012 hingga 2018, peneliti menemukan bahwa keragaman jenis kelamin dewan memiliki pengaruh negatif yang signifikan terhadap pengambilan risiko bank. Sebaliknya, perbedaan latar belakang pendidikan tidak berdampak langsung pada pengambilan risiko bank. Kesimpulan dari penelitian ini adalah semakin besar proporsi wanita dalam dewan komisaris bank maka semakin kecil tingkat pengambilan risiko bank. Kata Kunci                  : Board Gender Diversity; Board Education Diversity; Bank Risk-Taking

scholarly journals Nationality Diversity in Academia: What is the Problem Represented to be?

2019 ◽  
Author(s):  
Tatiana Maximova-Mentzoni ◽  
Cathrine Egeland
Keyword(s):  
Higher Education ◽  
Literature Review ◽  
Academic Staff ◽  
The Other ◽  
Research Institutions ◽  
Information Diversity ◽  
Recent Case Study ◽  
Nationality Diversity ◽  
Problem Representations

This article investigates problem representations of nationality diversity at higher education and research institutions in Norway and in the other Nordic countries. Nationality diversity refers to different nationalities among academic staff that increases language, value and information diversity in organizations. Employing a ‘What’s the problem represented to be’ approach, we uncover problem representations identified in previous Nordic research on nationality diversity in academia as well as in a recent case study on nationality diversity at Norwegian higher education and research institutions. While the literature review identifies different problem representations, explores their underlying conceptual logics and describes how these problem representations are formed, the Norwegian case study intends to address problem representations that seem to be left unproblematic both in previous research and organizational practices in Norwegian academia.

Workplace diversity and job satisfaction

2020 ◽  
Vol 39 (4) ◽  
pp. 419-446
Author(s):  
Laetitia Hauret ◽  
Donald R. Williams
Keyword(s):  
Job Satisfaction ◽  
Empirical Relationship ◽  
Workplace Diversity ◽  
Probit Regression ◽  
Content Type ◽  
Two Measures ◽  
The Impact ◽  
The Relationship ◽  
Nationality Diversity

PurposeThis article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural country. It also examines the role of the level of communication between coworkers in moderating this relationship.Design/methodology/approachUsing merged survey and administrative data, the paper estimates OLS and ordered Probit regression estimates of the correlations between two measures of workplace diversity and self-reported job satisfaction.FindingsThe relationship between nationality diversity and job satisfaction is negative. While there is some evidence of a nonlinear relationship, it depends on the specification and measure of diversity used. Contrary to expectations, the level of interaction between colleagues does not moderate this relationship.Practical implicationsThe research highlights the need for employers to actively manage the diversity within their firms.Originality/valueThe paper adds to the diversity and job satisfaction literature by focusing on the nationalities of coworkers. It also is the first to measure the impact of the levels of interactions with coworkers on the diversity-satisfaction relationship.

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