Suchergebnisse

We match firm-corporate governance characteristics with firm-level carbon dioxide (CO2) emissions over the period 2009-2019 to study the relationship between gender diversity in the workplace and firm carbon emissions. We find that a 1 percentage point increase in the percentage of female managers within the firm leads to a 0.5% decrease in CO2 emissions. We document that this effect is statically significant, also when controlling for institutional differences caused by more patriarchal and hierarchical cultures and religions. At the same time, we show that gender diversity at the managerial level has stronger mitigating effects on climate change if females are also well-represented outside the organization, e.g. in political institutions and civil society organizations. Finally, we find that, after the Paris Agreement, firms with greater gender diversity reduced their CO2 emissions by about 5% more than firms with more male managers.

PurposeGiven the growing importance of the Hispanic population in the USA, the increasing presence of this minority at all organizational levels, and the possibility that different subcultures would value different traits when hiring, the purpose of this research was to determine if there were culture‐related differences in the importance placed on 26 job applicant attributes by Hispanics and non‐Hispanics who were involved in hiring.Design/methodology/approachThis study compares the importance ratings of 26 job selection attributes by Hispanic and non‐Hispanic respondents to determine the hiring criteria that are important to each group, and to see if differences are statistically significant.FindingsSignificant differences in mean rating scores were found in 13 of the 26 criteria. The Hispanic sample attached greater importance to subjective traits, while the non‐Hispanic group had higher ratings for objectively‐assessed traits.Practical implicationsGiven organizational efforts to increase diversity and changing demographics in the US workforce, the results of this study should prove useful to individuals and organizations in the private and public sectors. The findings show that Hispanic and non‐Hispanic respondents had significantly different perceptions with regard to the importance of certain hiring criteria and hence, may assess candidates differently because of what they consider important.Originality/valueThese findings should lead to better understanding among US subcultures, help organizations manage cultural diversity, assist academicians in preparing students for business careers, and improve the matching process between hiring organizations and job applicants.

The workplace is a focal point for debates about religion and public life. This article examines the question of religion at work, and how to fairly resolve the conflicts it generates. Specifically, it advocates for the use of alternative dispute resolution to address these conflicts. Alternative dispute resolution refers to a set of dispute processing methods, mainly arbitration and mediation. Unlike litigation, these procedures rely on the consent and cooperation of the parties involved. I argue that alternative dispute resolution is best conceived of as a desirable complement to the rule of law rather than a cheaper alternative. It conveys a distinctive approach to procedural fairness, which is attentive to individual circumstances, and it frames the relationship between disputants in a cooperative way. Alternative dispute resolution is thus a valuable tool for the accommodation of religious diversity in the professional world.