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PurposeThrough an analysis of 15 Latin American countries, the purpose of this paper is to explore the importance of several institutional variables (economic, regulatory, and cultural), which affect women's careers towards being members of boards of directors in the region.Design/methodology/approachBased on primary and secondary information, the authors carry out multivariate analyses to understand the institutional reasons affecting the reduced presence of women on boards of directors in the region.FindingsTheir findings reveal differences within the region, the importance of protecting women's professional careers in the labour market, and the effect of cultural dimensions, such as masculinity and power distance.Research limitations and implicationsThe analysis provides an updated cross-section of the institutional and cultural conditions of the 15 countries, considering the limitations to developing data in the region.Practical implicationsLatin America has witnessed important changes in the dynamics of the labour market over recent decades: women's participation in the labour force is on the increase, and corporate strategy is evolving towards the incorporation of practices and initiatives to manage the diversity of their talents. However, the presence of women in leadership positions is a pending subject. This study, in part, reveals the institutional origin of gender inequality on boards of directors in the region. The analysis provides essential tools for public policy and for companies to help promote female leadership in the region.Originality/valueRecent debate and research on the scarce participation of women on corporative boards of directors have revealed a growing interest in analysing the causes of such issues despite the progress recorded in terms of gender equity in most societies. Studies on the topic in Latin America are scarce and the aim of this paper is to help to fill part of this gap.

Purpose– This paper aims to analyze the research in this field on the portrayal of women and the effect this has on boards and corporate image, as well as to propose a theoretical framework for further research on the effects of media stereotypes. The theoretical model aims to analyze the media's effect on female board members, and how this helps in the process of changing stereotypes or whether it consolidates existing preconceptions.Design/methodology/approach– This paper reviews the existing literature on the subject and proposes a theoretical model for future research, contributing thus in opening a new line of research in the field of the roles of women on boards.Findings– The conclusions reached will have important consequences for the future of women on boards in relation to three fundamental issues: the types of women that join boards of directors, the type of female profile companies search for and the roles women are expected to play on those boards.Research limitations/implications– The theoretical framework developed encourages corporate governance agents, business leaders and institution to reflect on potential gender biases.Practical implications– The theoretical framework developed encourages corporate governance agents, business leaders and institutions and media agents to reflect on potential gender biases.Originality/value– An important body of literature already exists showing how the portrayal of women can reinforce or eliminate barriers to access membership of a board of directors. There is also a solid body of literature showing the media's effect on transmitting or changing preconceived ideas about women in business, as well as the potential impact of appointing them – through the influence of different stakeholders – on a company's image. However, there has been little substantial research carried out on the media's effect on gender diversity on boards.

Purpose
The interest in promoting diversity in corporate governance is increasing gender equality on boards. Even so, previous research shows that women are underrepresented on boards of directors. This study aims to explore how an increasing presence of women on boards reduces gender pay disparity among nonexecutive directors (NEDs).


Design/methodology/approach
This study explores how an increasing presence of women on boards reduces gender pay disparity among NEDs.


Findings
The results indicate that for boards to reduce the gender pay disparity among NEDs, women need to reach a critical mass of 33% of board members. In addition, this study finds that women's presence on influential committees further reduces the gender pay disparity among NEDs.


Research limitations/implications
The study uses critical mass and social identity theories to explain the impact of women directors on NEDs' remuneration in a sample of 365 companies listed on the London Stock Exchange over 16 years (1999–2015). The findings indicate the importance of reducing gender pay disparity as a tool to promote gender equality on boards.


Practical implications
This study provides evidence on the importance of corporations including gender diversity on board committees to reduce gender pay disparities at the board level.


Originality/value
In addition, this study finds that women's presence on influential committees further reduces gender pay disparity among NEDs.

AbstractManuscript TypeReviewResearch Question/IssueThis paper seeks to provide a systematic review of the multidisciplinary theoretical approaches to women on boards in order to understand the factors that hinder and facilitate the access of women to boards, to show the instruments that can be used to promote women to senior corporate positions, and to outline a research agenda suggesting gaps that still need to be filled.Research Finding/ResultsWomen's access to boards appears to be fragmented in research silos from a variety of areas, lacking a comprehensive view that provides instruments to overcome the barriers hindering the access of women to corporate boards. More in particular, this paper has found very little scientific analysis to understand what instruments can be the most efficient in eliminating barriers for women to reach boardrooms given different cultural environments.Theoretical ImplicationsThis paper aims to create a comprehensive framework for understanding the presence of women on boards and for indicating existing gaps to be filled by new research in the future. This framework will help future researchers in analyzing specific instruments and to measure their efficiency in eliminating gender imbalance. Depending on the approach taken for research, the theoretical backgrounds used vary. While on the supply side the predominant theories are gender role theory, gender self‐schema, and work–family conflict, the demand side is based on gender discrimination, human and social capital theory, resource dependence theory, and institutional environment theory.Practical ImplicationsThis research provides suggestions to typify causes and provide nuanced policy tools to promote women into leadership positions. Future lines of research are proposed to fill the gaps in understanding female representation in top management positions.