TY - BOOK T1 - Women Migrant Workers: Ethical, Political and Legal Problems Y1 - 2016 A1 - Meghani, Zahra KW - class discrimination KW - female migrant workers KW - gender KW - gender discrimination KW - low-wage workers KW - migrant workers KW - women migrant workers AB -

This volume makes the case for the fair treatment of female migrant workers from the global South who are employed in wealthy liberal democracies as care workers, domestic workers, home health workers, and farm workers. An international panel of contributors provide analyses of the ethical, political, and legal harms suffered by female migrant workers, based on empirical data and case studies, along with original and sophisticated analyses of the complex of systemic, structural factors responsible for the harms experienced by women migrant workers. The book also proposes realistic and original solutions to the problem of the unjust treatment of women migrant workers, such as social security systems that are transnational and tailored to meet the particular needs of different groups of international migrant workers.

PB - Taylor & Francis CY - New York L2 - eng ER - TY - BOOK T1 - The Glass Ceiling in Chinese and Indian Boardrooms: Women Directors in Listed Firms in China and India Y1 - 2015 A1 - deJonge, Alice KW - China KW - gender discrimination KW - gender equity KW - India AB -

This book is about the presence, role and status of women on the boards of listed firms in India and China and is written amongst increasing awareness of the need to ensure at least a minimum level of gender equity in corporate positions of power and the costs of failing to do so. In America, the Catalyst Census of Women Board Directors of Fortune 500 companies, created in 1993, encouraged the leadership of those companies to increase the number of women serving on their boards. In the UK, the FTSE 100 Cross-Company Mentoring Programe facilitates mentoring relationships between senior women from different FTSE 100 firms. In Norway, 2006 saw the coming into effect of a legal requirement for at least 40% of list company board positions to be filled by women. The introduction of this new requirement has proven effective. In 2003, the boards of publicly listed firms had 7% of their positions filled by women. By July 2008, the proportion of women directors had risen to 39%. A draft Companies Amendment Bill 2003 in India would have allowed the Minister to prescribe a gender quota for company boards, but the provision was dropped from the Companies Bill 2008 which eventually replaced the 2003 draft. This leaves the world’s two most populous nations without any formal institution or regulation aimed at supporting women in the boardroom. Nor is there any existing literature focusing specifically on the presence, role and status of women directors in these two countries. This book aims to fill that gap, with a particular emphasis on the possibilities and likelihood for future reform in this area.

PB - Chandos Publishing CY - Witney, UK L2 - eng ER - TY - JOUR T1 - Privatization In China: Technology And Gender In The Manufacturing Sector JF - Contemporary Economic Policy Y1 - 2015 A1 - Ana C. Dammert A1 - Beyza Ural Marchand KW - China KW - gender KW - gender discrimination KW - gender wage-productivity differentials KW - manufacturing sector KW - privatization KW - technology AB -

This paper examines the impact of privatization on gender discrimination in China across firms with different technology intensities. Using a comprehensive firm-level survey, the paper identifies gender wage-productivity differentials by directly estimating the relative productivity levels of workers from the production function of firms. The panel structure of the survey is taken advantage of by following firms that were fully state-owned in the initial year, and distinguishing them from firms that were later privatized. The main results show that privatization was associated with an increase in relative productivity of female workers in high technology industries, and a reduction in relative productivity of female workers in low technology industries. Time varying coefficient results suggest that the improvements in gender outcomes in high technology industries may not be maintained in the long run as the relative wage and productivity ratios tend to deteriorate, potentially due to low supply of highly educated female workers. At the same time, outcomes in privatized low technology industries increase over time, lowering the wage and productivity gaps between male and female workers.

VL - 33 L2 - eng CP - 2 ER - TY - RPRT T1 - Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance Y1 - 2014 A1 - Flabbi, L. A1 - Macis, M. A1 - Moro, A A1 - Schivardi, F. KW - executives’ gender KW - firm performance KW - gender bias KW - gender discrimination KW - gender gap KW - glass ceiling AB -

We analyze a matched employer-employee panel data set and find that female leadership has a positive effect on female wages at the top of the distribution, and a negative one at the bottom. Moreover, performance in firms with female leadership increases with the share of female workers. This evidence is consistent with a model where female executives are better equipped at interpreting signals of productivity from female workers. This suggests substantial costs of underrepresentation of women at the top: for example, if women became CEOs of firms with at least 20% female employment, sales per worker would increase 6.7%.

PB - Cornell University, ILR School, Institute for Compensation Studies CY - Ithaca, NY L2 - eng UR - http://digitalcommons.ilr.cornell.edu/ics/15/ ER -