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138
Citations
Citations since 2017
Publications
Publications (31)
The purpose of the Charter Talent to the Top is to achieve a higher inflow, promotion and retention of the number of women at the top. Signing the charter is voluntary, but not without obligations. Charter signatories commit themselves to measurable gender diversity goals, and accept to report and be monitored on their achievements annually by the...
Factsheet with infographics report “Waiting on the world to change”
Bedrijvenmonitor Topvrouwen 2016
Summary
Act on management and supervision
The Act on management and supervision (Wet bestuur en toezicht) that came into force on January 1, 2013, indicates that large companies should strive for a balanced distribution of seats between women and men on their boards. A ‘balanced distribution’ means that at least 30% of the seats on the management...
The Monitor 2015 reports on the development of the share of women at the
top of charter signatories in 2015, and describes the effort of signatories to increase the number of
women at the top.
Between 2014 and 2015 the proportion of women at the top of the charter signatories increased from
20.9% to 21.5%. This year’s increase is, however, slightl...
The purpose of the Charter Talent to the Top is to achieve a higher inflow, promotion and retention of
the number of women at the top. Signing the charter is voluntary, but not without obligations. Charter
signatories commit themselves to measurable gender diversity goals, and accept to report and be
monitored on their achievements annually by the...
Factsheet of the Monitoring Talent naar de Top 2014
The purpose of the Charter Talent to the Top is to achieve a higher inflow, promotion and retention of
the number of women at the top. Signing the charter is voluntary, but not without obligations. Charter
signatories commit themselves to measurable gender diversity goals, and accept to report and...
Summary of the Monitor Talent to the Top 2015 The Monitor Talent to the Top reports on the development of the share of women at the top of charter signatories in 2015, and describes the effort of signatories to increase the number of women at the top. In 2015 the share of women at the top and sub top of charter organisations increased from 20.9% to...
Op 11 september 2014 nam Minister Bussemaker de Bedrijvenmonitor 2013 in ontvangst: het eerste onderzoek naar het aandeel vrouwen in raden van bestuur en raden van commissarissen van bedrijven die moeten voldoen aan de Wet bestuur en toezicht. Het onderzoek is door VanDoorneHuiskes en partners uitgevoerd in samenwerking met de Commissie Monitoring...
The purpose of the charter Talent to the top is to achieve a higher inflow, promotion and retention of
the number of women at the top. Signing the Charter is voluntary, but not without obligations. Charter
signatories commit themselves to measurable gender diversity goals, and accept to report and be
monitored on their achievements annually by the...
the number of women at the top. Signing the Charter is voluntary, but not without obligations. Charter
signatories commit themselves to measurable gender diversity goals, and accept to report and be
monitored on their achievements annually by t...
Firm's time greediness and the division of labour in the household Although the body of literature documenting the division of labour between partners is large and continuously expanding, little is known about how demands and expectations from the workplace affect the division of labour between partners and how spouses use strategies to manage, or...
In empirical analyses, the effect of income on happiness tends to be underestimated by ignoring the fact that income has to be earned. Using the German Socio-Economic Panel, our analysis confirms this tendency. For men, the underestimation amounts to 25%.
Projects
Projects (2)
Chapter in Gender, Communication and the Leadership Gap (working title). The 6th Volume in the Women and Leadership Book Series. Edited by Carolyn M. Cunningham & Heather M. Crandall
The Administration and Supervision Act which came into force on January 1 2013, aims for at least 30% women (and at least 30% men) on the board of directors and on the supervisory board, of large companies. Based on a sample of 3000 organisations the Monitor 2016 investigates the representation of men and women on the board of large companies and on the board of organisations in the public sector.
