Madame President, Madame Ambassador? Women Presidents and Gender Parity in Latin America’s Diplomatic Services

This study focuses on the gendered nature of ambassadorial appointments. Analyzing the diplomatic services of ten Latin American countries between 2000 and 2018, we examine the factors that explain the designation of women to ambassadorships. More especially, we are interested in whether the election of women to the presidency in Argentina, Brazil, Chile, and Costa Rica had an impact on the gender gap at the top of those countries’ foreign services. Drawing on an original dataset on diplomatic appointments, we show that the presence of women ambassadors has increased only marginally over the past two decades. Furthermore, multivariate regression analysis demonstrates that women presidents on the left have (partially and temporarily) corrected the gender gap in their foreign services through political appointments, provided they had the discretionary powers to do so. Our findings suggest that the impact of women-led presidencies is conditional on the chief executive’s vested interest in gender parity and the scope of presidents’ prerogatives to appoint ambassadors. In so doing, the study contributes to debates on the descriptive underrepresentation of women in executive positions and the gender gap in diplomacy.

Female Discrimination in the Workplace: Skilled Communicators But Undermined Leaders

This literature review examines several studies related to differences in gender communication, gender perception, and the impact of workplace discrimination. Experimental studies on gender have revealed that women’s communication style is seen as genteel and empathetic while men’s communication styles are viewed as noisy and aggressive. And yet, people view leadership qualities as inherently more masculine than feminine. These differences are also reflected in leadership styles between men and women. The question remains if women display capable communication skills and leadership, why do discriminatory practices pervade in the workplace? Through a qualitative analysis of each paper, we draw the relationship between gender perceptions and workplace discrimination, including the lack of women in executive positions. A comparison between review articles helped to illustrate the differences in approach and similarity in results of pair of studies. Social theories presented in articles help to explain social phenomenons that undermine women. Concepts such as counter-stereotypical characteristics of women are discussed and the need for institutional policy enforcements is emphasized.

Influence of Female boardroom presence on firm value: An analysis on companies listed on B3.

In recent decades women have had substantial advances in access to higher education and the labor market, but these achievements were not reflected in the high ranking of companies. The participation of women in executive positions in the advisory board of large corporations in Brazil and in the world is still incipient. In this sense factors such as patriarchy, male chauvinism, sexism, among other advances not allow the presence of women at the top of large companies, even when this presence is associated with better performance. Thus, work on the assumption that thinking gender diversity of public policies involves ethical issues and inclusion strategies going performance improvement field and value creation, while the completion of ideas and attitudes from the specificities of each gender can contribute to economic and social development of the company. Thus the aim of this study is to investigate the relationship between corporate value and the presence of women in high-ranking. Therefore, we collected data of companies listed on the B3 and identified those with the presence of women on the board and the executive board, checking the differences between them from non-parametric tests. It is still employed multivariate data analysis from the linear regression and probit regression. The results suggest a positive and statistically significant relationship between firm value and the presence of women on the board. The results show evidence that the inclusion of women on the board in addition to ensuring diversity, meet precepts of ethics, equality, social responsibility, contributing to the better performance of firms and generating shareholder value.

Considering Glass Ceiling in Turkey: Ideas of Executives in Education Sector Regarding Women in the Workplace

The purpose of this study is to determine, taking the “glass ceiling” into account, which factors contribute to the ideas of top education executives regarding women in the workplace and to identify whether these ideas vary depending on the executives’ demographic profile. This research included top state high school executives from Istanbul. An important conclusion was that the participants took into consideration only the “executive” qualities of the women in their workplace. In other words, they were already thinking about women in executive positions when participating. The participants had positive opinions regarding female executives and thoughts on the ability of female executives to create a balance between home and work. To a significant extent, these ideas varied depending on the participants’ gender. When considering the participants’ number of children, the ideas also generated differences. Age and marital status did not influence the participants’ ideas about female executives.