Management and Marketing - Research Publications
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ItemWhy Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy(Wiley, 2020)Why does workplace gender diversity matter? Here, we provide a review of the literature on both justice‐based and organizational benefits of workplace gender diversity that, importantly, is informed by evidence regarding sex differences and their relationship with vocational behavior and outcomes. This review indicates that the sexes are neither distinctly different, nor so similar as to be fungible. Justice‐based gains of workplace gender diversity include that it may cause less sex discrimination and may combat androcentrism in products and services. We then consider potential instrumental benefits of workplace gender diversity to organizations, including for team and firm performance, innovation, occupational well‐being, and corporate governance. The evidence of positive association is currently strongest for occupational well‐being and governance. We recommend that policy makers ground gender diversity initiatives in this comprehensive and evidence‐based understanding of the benefits of workplace gender diversity.
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ItemThe ‘good, bad and merit’ arguments in Australian news coverage of workplace gender diversity(The University of Melbourne and VicHealth, 2020-09-30)Research aims: In this study, we used the machine learning technique of topic modelling, as well as qualitative content analysis, on a large sample of articles published in high-circulation Australian printed media with the objectives to: 1. Explore the ways workplace gender diversity issues are discussed. 2. Identify the most common types of arguments for and against striving for greater workplace gender diversity. 3. Evaluate whether the year and month of publication, the type of diversity discussed and the sex of the author are related to the types of arguments for and against workplace gender diversity. Research contribution: Our findings indicate that the analysed articles were more likely to: • Focus on high-profile women (e.g., politicians, actors and influencers) and their life-styles, including trade-offs they had to make, rather than on discussions of the policies and practices organisations implement to manage workplace gender diversity, or on quantitative descriptions of the extent of gender inequality and lack of gender diversity. • Focus on discussions of sexism in the media industry and in particular high-profile workplace sexual harassment cases. • Present a narrow range of reasons for and against workplace gender diversity initiatives. • Focus on arguments in favour of increased workplace gender diversity when written by women (compared with men) and focus on risks to merit when written by men (compared with women).