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Apr 1, 2015
Synthèse des projets de recherche Diversité et Innovation
Oct 23, 2014
Sommet organisé par l'AME, Alliance pour la Mixité en Entreprise
May 20, 2014
Organisation confiée à l'ESC Dijon par l'AAIG - Association Académique Internationale de Gouvernance
 

Publications

Publications

 

ETUDE EUROPEENNE – INFLUENCE DES RESEAUX SUR LE RECRUTEMENT DES ADMINISTRATRICES

This study examines the influence of directors’ and CEOs’ networks in the appointment of female directors. Building on social identity theory and social network theory, we argue that since men and women are members of different networks, recruitment practices based on networks prevent women from accessing board positions. We also examine the role of board gender diversity regulation on the influence of networks, hypothesizing that such regulations help in deinstitutionalizing ‘old boys’ networks’, based on institutional theory. Using a sample of 32,819 new board appointments in the largest listed firms of 17 European countries, the USA and Canada, we determine whether new directors are directly linked through employment, board, charities or club memberships, to the incumbent directors or the CEO. We find that the probability that the new director appointed is a woman decreases by approximately 28% when the new director is associated with one of the incumbent directors. We also find that gender diversity regulation reduces the influence of networks in the appointment of female directors. Our results provide archival evidence that board networks hinder the recruitment of female directors and that gender diversity hard and soft laws deinstitutionalize old boys’ networks.                                                 

 Consultable: Allemand, I., Bedard, J., Brullebaut, B., Deschenes, J. (2022),  Role of Old Boys' Networks and Regulatory Approaches in Selection Processes for Female Directors. British Journal of Management, 33(2): 784-805.

 

 

ETUDE FRANCE – CAPITAL HUMAIN DES ADMINISTRATEURS ET STRATEGIES D’INNOVATION

Different strategies for innovation lead to specific profiles of new board members in terms of human and social capital, which shows that board selection is a strategic answer for innovation. Studying 735 French companies, we show the influence of four types of innovation strategies on the human capital (education and experience) and social capital (relationships) of new board members. Results show that specific strategies for innovation require specific profiles on board, which emphasizes the importance of board capital requirements for supporting innovation strategies.

Consultable: Zenou, E., Allemand, I., Brullebaut, B., Galia, F. (2020),  Board Recruitment as a Strategic Answer: Do Companies’ Strategies for Innovation Influence the Selection of New Board Members? Strategic Change, 29,(1): 127-139.

 

 

ETUDE COMPARATIVE FRANCE – CANADA SUR L'EFFICACITE DES LOIS CONTRAIGNANTES ET DES LOIS SOUPLES POUR PROMOUVOIR LA DIVERSITE DE GENRE DANS LES CONSEILS D'ADMINISTRATION [+]

Pour favoriser la féminisation des conseils d'administration, certains pays, comme la Norvège ou la France, ont voté une loi contraignante imposant un quota ; d'autres pays comme le Canada ont adopté une loi souple de type comply or explain. L'article propose une comparaison de l'efficacité des lois contraignantes et des lois souples dans le cas de la promotion de la diversité dans les conseils d'administration. L'étude France – Canada de 445 sociétés cotées sur la période 2011-2014 confirme la féminisation plus grande et plus rapide des conseils d'administration en France, sans s'écarter davantage qu'au Canada des normes de recrutement en vigueur.
 
Consultable : Allemand I., Bédard J. et Brullebaut B. (2016), « Efficacité des lois contraignantes et des lois souples pour promouvoir la diversité de genre dans les conseils d'administration : une comparaison France Canada », Finance Contrôle Stratégie [En ligne], 19-4  URL : http://fcs.revues.org/1869 ; DOI : 10.4000/fcs.1869.
 
 

DIVERSITE DE GENRE DANS LES CONSEILS D'ADMINISTRATION : participation à un ouvrage européen [+]

After Norway in 2003 and Spain in 2007, France adopted gender quotas in boards. With the Copé Zimmermann law, voted and implemented in January 2011, listed companies and non-listed companies with revenues or total of assets over 50 million Euros or employing at least 500 persons for three consecutive years have to reach a minimum of 40 per cent of each sex on boards within a 6 years period, with an intermediary level of 20 per cent in 2014. This example of hard law seems to have worked in the French context: after the General Assemblies of 2016, the 140 biggest listed companies (capitalization higher than 1 billion of euros) have 36.7 per cent of women on their board. Despite some criticisms about the legitimacy of quotas, and probably due to the existence of a compulsory regulation, no strong and structured hindering forces appeared as regards the increase of female representation on boards. In this chapter, we provide a general background of French companies' corporate governance structure, and a discussion of the national policy. Along with figures on women representation, we also provide critical reflections on the case and a short reflection from Viviane Neiter, a French practitioner, director in several French listed companies.
 
Consultable :
Zenou E., Allemand I. et Brullebaut B. (2017), « Gender Diversity in the boardroom: example of a success from a hard law », Gender Diversity: Volume 1 The Use of Different Quota Regulations ; Edited by Cathrine SEIERSTAD, Patricia GABALDON et Heike MENSI-KLARBACH, Palgrace Macmillan Editions.