A number of countries have taken initiatives to improve gender diversity on their corporate boards. This intervention was considered essential to promote mentoring and educational development of women leaders, and also due to higher media attention and political pressure (Grosvold et al., 2007). Diversity management in these countries has been carried out in one of three ways, namely coercive (through legal intervention), liberal (seeking voluntary corporate commitment) and collaborative (cooperative measures in cooperation with stakeholders) (Whitehead and Normand, 2011). Norway is the first country to adopt mandatory gender quotas on boards of their public companies (Ahern and Dittmar, 2012), while the UK has achieved it through voluntary targets adopted by companies on recommendations by regulatory agencies (Department for Business, Innovation & Skills (DBIS, 2015).
|Title of host publication||Women on Corporate Boards:|
|Subtitle of host publication||An International Perspective|
|Editors||Maria Aluchna , Guler Aras|
|Number of pages||17|
|Publication status||Published - 17 Apr 2018|
Goyal, R., Kakabadse, N., Morais, F., & Kakabadse, A. (2018). Gender diversity on boards in Norway and the UK: A different approach or a case of path dependency. In M. Aluchna , & G. Aras (Eds.), Women on Corporate Boards: An International Perspective (1 ed., pp. 33-49).  Routledge.