EQUALITY AND PROFITABILITY

Women in the executive suite correlate to high profits.
Adler, Roy (2001). Pepperdine University
An extensive 19-year study of 215 Fortune 500 firms shows a strong correlation between a strong record of promoting women into the executive suite and high profiability. Three measures of profiability were used to demonstrate that the 25 Fortune 500 firms with the best record of promoting women to high positions are between 18 and 69 percent more profitable than the median Fortune 500 firms in their industries.
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The Bottom Line: Connecting Corporate Performance and Gender Diversity.
Catalyst (2004).
Study of 353 Fortune 500 Companies Connects Corporate Performance and Gender Diversity, released by Catalyst. It's demonstrates that companies with a higher representation of women in senior management positions financially outperform companies with proportionally fewer women at the top. These findings support the business case for diversity, which asserts companies that recruit, retain, and advance women will have a competitive advantage in the global marketplace.
www.catalyst.org

The Kingsmill Review Of Women’s Employment And Pay
Kingsmill, Denise (2001).
Good human capital management improves collective performance by ensuring that individuals are properly valued and rewarded for the contributions that they make. The Kingsmill Review involves consultation with a broad range of interested parties in both the private and public sector. The review concerns a variety of business, employment, political and social affairs audiences with particular reference to women.
www.kingsmillreview.gov.uk

The Female FTSE Index
Vinnicombe, Susan, Singh, Val (2003). Cranfield School of Management.
The 2003 female FTSE index: executive summary Women pass a milestone: 101 directorships on FTSE 100 boards. We are starting to see women as a normal part of board membership in some progressive companies. This report shows a strong link between good corporate governance and gender diversity in the boardroom, as well as a correlation between good company performance and women directors.
www.som.cranfield.ac.uk

ORGANISATION AND LEADERSHIP

Men and women of the corporation.
Kanter, Rosabeth Moss (1977). New York: Basic Books.
Large organisations not only dominate economics and political life, they also control most of the jobs. The possibilities people experience in work then, are often limited by the job structure made available by the design of large organisations. The experiences of men and women are very different in large organisations, where sex-polarisation and sexsegregation are facts of life.

Women and Men in management
Powell, Gary N., (1993). Thousand Oaks: Sage, cop.
Women and Men in management, Third Edition, examines the evolving roles and experiences of women and men in the global workplace. Significant changes have occurred in recent years in the status of women and men and in their interactions at work. Some believe that all of the needed changes have taken place and that a person’s sex no longer matters at work. However, the evidence presents a more mixed picture.

Mansdominans i förändring – Om ledningsgrupper och styrelser
SOU (2003:16). Stockholm: Fritzes offentliga publikationer.
In 1993 the Government instructed a Commission to collect and collate information about progress towards an even representation of women and men at managerial level in different companies and industries. The work of the Commission led to the report Men’s perceptions of women and management, Swedish Government Official Reports (SOU) 1994:3. After nine years there was a need to update the picture and investigate current patterns of change and, perhaps, the will for change, as regards women in leading positions in the business sector.
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ACTION PLANS

Just Progress! Applying gender mainstreaming in Sweden
Lorentzi, Ulrika, Lundkvist, Helén, (2001). Stockholm: Näringsdepartementet, Regeringskansliet: Fritzes offentliga publikationer.
Gender mainstreaming is a fairly new concept. There is no quick fix. For this reason we have to feel our way forward and share what we learn with others. This book as a step in that direction. It represents one of the first collections of properly tested methods and models for gender mainstreaming to be published in this country.
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WORK - LIFE BALANCE

Organizational change & gender equity. International Perspectives on Fathers and Mothers at the Workplace
Haas, Linda, Hwang, Philip, Russel Graeme (2000). Thousand Oaks, California: SAGE, cop.
The book focuses on how companies are changing to help individuals combine work and family roles in way that would yield benefits to organizations, advance gender equity and contribute to the well-being of employees and their families. Drawing together studies about the US, UK, Australia, Sweden and Denmark, it also shows the consequences of different cultures and governmental policies and practices.

Unbending Gender: why family and work conflict and what to do about it
Williams, Joan (2000). Oxford: Oxford University Press.
Why family and work conflict and what to do about it. Workplaces are designed around men’s bodies and life patterns in ways that discriminate against women. The work/family system that results is terrible for men, worse for women and worst of all for children. William’s solution is an inclusive, family-friendly feminism that supports both mothers and fathers as caregivers and workers.

STATISTICS

About women and men in Sweden 2004
SCB, 2004. Stockholm: Funktionen för jämställdhetsstatistik, Statistiska centralbyrån.
Facts and figures 2004. Demographic Analysis and Gender Equality
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Mansdominans i förändring – Om ledningsgrupper och styrelser
SOU (2003:16). Stockholm: Fritzes offentliga publikationer.
In 1993 the Government instructed a Commission to collect and collate information about progress towards an even representation of women and men at managerial level in different companies and industries. The work of the Commission led to the report Men’s perceptions of women and management, Swedish Government Official Reports (SOU) 1994:3. After nine years there was a need to update the picture and investigate current patterns of change and, perhaps, the will for change, as regards women in leading positions in the business sector.
Download summary (pdf)