Browsing by Author "Vinnicombe, Sue"

Now showing 1 - 2 of 2
  • Thumbnail Image
    ItemOpen Access
    Exploration of organizational practices that foster experiences of inclusion
    (Cranfield University, 2023-09) De Largy; Vinnicombe, Sue; Anderson, Deidre
    The literature on inclusion is growing, yet there remains a lack of clarity about how to foster an inclusive organization, with little attention paid to organizational inclusion practices or how inclusion is experienced. This thesis addresses these shortcomings through three studies. First, a systematic literature review reveals the inclusive organization tends to be studied through leadership, climate, workgroups, perceptions and practices; these elements may act generatively and interact to foster inclusion. Inclusion, conceptualised as treatment that satisfies needs for belongingness and uniqueness, but with less exploration of individual experiences of inclusion. Also, inclusion practices, although recognised as important in fostering an inclusive organization, lack empirical exploration. The second paper addresses this shortcoming; an empirical study with 15 Diversity and Inclusion Directors/Leads, using semi-structured interviews and thematic analysis. Findings indicate that practices may facilitate belonging and value uniqueness but organizations tend to prioritise practices which promote belonging. Practices that promote well-being and career development foster inclusion but are dependent upon the leaders involved. The third study is an empirical investigation of individual experiences of inclusion, with semi-structured interviews with 36 junior women. The study finds that employees prioritise being valued for their professional expertise and when treated as an individual, through well-being and career development practices. Interactions with line managers are the primary context for inclusion, although experiences of inclusion are complex and changeable. Overall theoretical contributions are that inclusion practices are inexact, practices may promote either belonging, or being valued, or both. Well- being and career development practices are re-positioned in the inclusive workplace model as inputs of inclusion. The study provides empirical evidence that employees prioritise task-related inclusion, with line managers as the primary context for inclusion, within day-to-day interactions.
  • Thumbnail Image
    ItemOpen Access
    The role of numbers, power and status of female corporate directors on gender diversity below the board
    (Cranfield University, 2022-09) Tessaro, Michelle; Vinnicombe, Sue; Turnbull James, Kim
    This thesis explores the relationship between women on corporate boards and the representation of women in the two senior levels below the board. During the past twenty years there has been considerable efforts to improve the numbers of women in leadership roles. While there has been significant progress in developing a critical mass of WoB, it has not had the anticipated effect of improved gender diversity below the board, where progress has been slow and has yielded inconsistent results. Drawing on data from UK FTSE100 companies, this research moves beyond the trickle-down effect related to critical mass theory and incorporates the constructs of power and status to examine the relationship of women on boards and women in the executive levels. The findings suggest that it is the confluence of women on boards in their numbers, and in positions of power and status that drives gender diversity below the board. This thesis makes a number of contributions to knowledge. Taking a configurational approach using Qualitative Comparative Analysis (QCA), was a departure from previous research which has mostly relied on the use of traditional regression analysis. Instead, a QCA embraces casual complexity using a comparative case-based method to systematically analyze configurations of conditions and outcomes. The use of this methodology was important in developing two theoretical contributions. First, it allowed for a more complex analysis, incorporating the theoretical lens of power and status and women’s numerical representation to examine the impact of the gender composition of corporate boards on gender diversity below the board. The findings provide empirical evidence that a critical mass of women is not enough on its own to activate trickle-down mechanism as it is neither necessary nor sufficient in its association with improved gender diversity in the executive levels. Instead, a multi theoretic approach results in strong empirical evidence that female directors on corporate boards, when represented in their numbers, power and status, indicate gender integrated boards and gender integrated boards are key to consistently activating the trickle-down effect. This research also facilitated the development of a board evolution model. Although speculative, it provides a preliminary hypothesis describing how boards have evolved from male dominated ones to ones that are not only gender balanced but gender integrated, where women directors are present in positions of power and influence.