Leveling the Playing Field for Women of Color in Corporate Management: Is the Business Case Enough?

By Katherine Giscombe, M. Mattis. 2002

117 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/384c0f3d2b8898d555bf2b8963e02604d391be67

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Muhammad Ishtiaq Ali
2. Indraah Kolandaisamy
3. H. Ibarra
4. D. Kolb
5. R. Ely
6. Maran Marimuthu
7. A. Konrad
8. Gianpiero Petriglieri

In Sociology and Political Science

1. Muhammad Ishtiaq Ali
2. H. Ibarra
3. D. Kolb
4. R. Ely
5. A. Konrad
6. M. Alagaraja

Citations in the corpus

• Ethnic and Gender Diversity in Boards of Directors and Their Relevance to Financial Performance of Malaysian Companies (2009, background): “…to lower turnover and fewer lawsuits, enhanced market understanding and marketing ability, better problem solving, greater organizational flexibility and better overall performance (Coz & Blake, 1991; Griscombe & Mattis, 2002) via improvement in decision making at strategic level (Bantel, 1993).”
• Taking Gender into Account: Theory and Design for Women's Leadership Development Programs (2011, background): “Women of Asian descent are particularly likely to be stereotyped as passive, reserved, and lacking in ambition, and Latinas are often seen as overemotional (for a review, see Giscombe & Mattis, 2002), characteristics that would appear to disqualify these women for leadership.”
• Perceived diversity and organizational performance (2007, background): “…creativity and innovations; better problem solving; greater organizational flexibility, better decision making; and better overall performance (Cox, 1993; Cox and Blake, 1991; Cox, 1991; Robinson and Dechant, 1997; Carlozzi, 1999; Griscombe and Mattis, 2002; McAllister, 1997; Watson et al., 1993).”
• Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management (2017, background): “Senior leadership support is known to be a significant factor needed for successful organizational change, including change initiatives to increase diversity and inclusiveness (Giscombe and Mattis, 2002).”