The recent Italian legislation introducing gender quotas on the boards of Italian listed companies (Law no. 120/2011, called Golfo-Mosca) has modified the structure of these governance bodies, tripling in a short time the number of women in the board. The article starts by this change to analyze, through the results of a web survey conducted on female directors, the consequences of the recruitment induced by the law. In particular, we deepen: i) the socio-demographic profile and the career path of the female directors; ii) their opinion about the Golfo-Mosca law and its outcomes. The research highlights the positive effects of legislation - new highly qualified women in the boards, the improvement of the decisionmaking procedures - and brings out some problems: the difficulty to start longterm changes affecting the situation after the validity of the legal obligation, and the difficult to change the company orientation in terms of equal opportunities.

Tutte le strade (che) portano qui. Efficacia e limiti delle quote di genere nei CdA delle società quotate (All roads (that) lead here. Effectiveness and limits of gender quotas in listed companies' boards)

Carbone D.;Dagnes J.
2017-01-01

Abstract

The recent Italian legislation introducing gender quotas on the boards of Italian listed companies (Law no. 120/2011, called Golfo-Mosca) has modified the structure of these governance bodies, tripling in a short time the number of women in the board. The article starts by this change to analyze, through the results of a web survey conducted on female directors, the consequences of the recruitment induced by the law. In particular, we deepen: i) the socio-demographic profile and the career path of the female directors; ii) their opinion about the Golfo-Mosca law and its outcomes. The research highlights the positive effects of legislation - new highly qualified women in the boards, the improvement of the decisionmaking procedures - and brings out some problems: the difficulty to start longterm changes affecting the situation after the validity of the legal obligation, and the difficult to change the company orientation in terms of equal opportunities.
2017
148
167
187
https://www.francoangeli.eu/elsevier/SL/SL2017-148010.pdf
Board of directors; Female leadership; Gender equality; Gender quotas
Carbone D.; Dagnes J.
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/2318/1731842
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