Board Diversity as a Camouflage Signal

Jill Brown; Ann Buchholtz; Marcus Stewart; Bryan Dennis

Board Diversity as a Camouflage Signal

Jill Brown
, Ann Buchholtz
, Marcus Stewart
, Bryan Dennis

Management

Research output: Chapter in Book/Report/Conference proceeding › Conference contribution

Abstract

In a longitudinal analysis of 103 firms from 2003-2006, we find that firms with a gender discrimination lawsuit are more likely to appoint female members to their boards over the next two-year time period, suggesting the use of camouflage signaling in board appointments for gender issues.

Original language	English
Title of host publication	Unknown book
Volume	Annual Academy of Management Meeting
State	Published - 2012

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

Cite this

@inproceedings{2def9f6109ab479f80bab4654fb0f2d6,

title = "Board Diversity as a Camouflage Signal",

abstract = "In a longitudinal analysis of 103 firms from 2003-2006, we find that firms with a gender discrimination lawsuit are more likely to appoint female members to their boards over the next two-year time period, suggesting the use of camouflage signaling in board appointments for gender issues.",

author = "Jill Brown and Ann Buchholtz and Marcus Stewart and Bryan Dennis",

year = "2012",

language = "English",

volume = "Annual Academy of Management Meeting",

booktitle = "Unknown book",

}

TY - GEN

T1 - Board Diversity as a Camouflage Signal

AU - Brown, Jill

AU - Buchholtz, Ann

AU - Stewart, Marcus

AU - Dennis, Bryan

PY - 2012

Y1 - 2012

N2 - In a longitudinal analysis of 103 firms from 2003-2006, we find that firms with a gender discrimination lawsuit are more likely to appoint female members to their boards over the next two-year time period, suggesting the use of camouflage signaling in board appointments for gender issues.

AB - In a longitudinal analysis of 103 firms from 2003-2006, we find that firms with a gender discrimination lawsuit are more likely to appoint female members to their boards over the next two-year time period, suggesting the use of camouflage signaling in board appointments for gender issues.

M3 - Conference contribution

VL - Annual Academy of Management Meeting

BT - Unknown book

ER -

Board Diversity as a Camouflage Signal

Abstract

UN SDGs

Fingerprint

Cite this