Diversity background

The findings reveal significant associations between positive contact experiences with individuals from immigrant backgrounds, diversity values, other-orientation, age, and gender, and the respondents’ willingness to support diversity practices. Particularly, the study contends that comprehending the historical contact with outgroups targeted by specific HR diversity practices may serve as a central mechanism influencing individuals’ willingness to […]

Relatively equal

The Norwegian Gender-Equality Act’s General Clause (Section 3, 3rd paragraph) paves the way for local agreements pertaining to positive action and preferential treatment. The procedure for preferential treatment governs the formal aspects of recruitment and promotions in all public sector organizations. Preferential treatment is to be implemented only in cases where women represent less than […]

Common barriers

“A survey of the relevant literature shows that the most common barriers to women’s advancement in corporate leadership are, (A) in-group bias that causes current leaders to promote subordinates who they perceive to be like them, (B) androcentric values in the workplace and negative assumptions about women’s competence, (C) lack of access to corporate management […]

Typical values

“As a result of in-group bias, entrenched androcentric values, and other conscious and unconscious biases, women are not getting opportunities to fill top leadership positions within corporations. The most commonly stated reason for underrepresentation of women on corporate boards is that women lack leadership experience in the upper echelons of corporate management. 64 The typical […]