Discrimination or diversity? A balanced score card review of perceptions of gender quotas : prepared in partial fulfilment of a Master of Business Studies, Massey University (Albany)

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dc.contributor.authorBurrell, Erin Kathleen
dc.date.accessioned2019-10-23T00:52:55Z
dc.date.available2019-10-23T00:52:55Z
dc.date.issued2019
dc.description.abstractCreating an economy where gender equality is at the forefront could be claimed to be beneficial to most, if not all, citizens and countries. Recent mandates of gender reporting at the Director and Officer levels have created a dichotomous environment in New Zealand. Taking learnings from other countries experiences with quotas, with a particular focus on Norway, adds insight into what could happen if implementation were to occur. Using qualitative interviews across a diverse group of participants, this study investigates current perspectives and implications of gender quotas. Understanding the role of the board to govern and design organisational strategy, the Balanced Score Card was selected as a clear instrument for analysis and recommendations. This exploration showcases the complexity of equity strategy as a component of board construction and the realisation that gender alone will not deliver a diverse board of directors. Empowered by the BSC structure, this effort delivers a recommendation for driving organisational change through diversity programming and contributes to academic discourse through a business outcome focused approach to qualitative research. Findings display that social policy does have a place in the boardroom, but that efforts must be measured and documented consistently over time, a process that is lacking in many NZ firms. Further, outcomes from the study show that quotas are not preferred as a tool for gender equity with just 27.78% of participants supporting the concept. This study makes a three-fold contribution: first, it investigates a broader range of participants than does existing NZ work, second, it leverages the Balanced Score Card for analysis to support real-time application of findings by practitioners outside of the academic sphere, and third, it introduces gender diversity as an element of gender quotas.en_US
dc.identifier.urihttp://hdl.handle.net/10179/15001
dc.language.isoenen_US
dc.publisherMassey Universityen_US
dc.rightsThe Authoren_US
dc.subjectDirectors of corporationsen_US
dc.subjectExecutivesen_US
dc.subjectNew Zealanden_US
dc.subjectAttitudesen_US
dc.subjectWomen executivesen_US
dc.subjectStatisticsen_US
dc.subjectSex discrimination in employmenten_US
dc.subjectAffirmative action programsen_US
dc.subjectgender equalityen_US
dc.subjectcorporate governanceen_US
dc.subjectequityen_US
dc.subjectNorwayen_US
dc.subjectstereotypesen_US
dc.subjectdiversity managementen_US
dc.subjectleadership strategyen_US
dc.subjectbalanced score carden_US
dc.subjecthuman resource managementen_US
dc.subjectemployment relationsen_US
dc.subjectbusiness strategyen_US
dc.titleDiscrimination or diversity? A balanced score card review of perceptions of gender quotas : prepared in partial fulfilment of a Master of Business Studies, Massey University (Albany)en_US
dc.typeThesisen_US
massey.contributor.authorBurrell, Erin Kathleen
thesis.degree.disciplineBusiness Studiesen_US
thesis.degree.levelMastersen_US
thesis.degree.nameMaster of Business Studies (MBS)en_US
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