Citation

Kumar, P. and Singh, G. (2020), "Index", Gender Equity in the Boardroom: The Case of India, Emerald Publishing Limited, Leeds, pp. 133-137. https://doi.org/10.1108/978-1-83982-764-820200012

Publisher

:

Emerald Publishing Limited

Copyright © 2020 AIMA and BML

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INDEX

Index

Note: Page numbers followed by “n” indicate notes.

Agentic attributes

, 8

All India Survey on Higher Education (AISHE)

, 107

Asian context, gender equity in

, 17–19

Aspiration, lack of

, 69–71

Automobile industry

, 63

Benevolent sexism

, 12–13

Biological differences

, 71–72

Board of Directors

, 105

Boardroom

gender equity in

, 1–4

women in

, 3, 67–69

Cognitive diversity

, 85–86

Companies Act (2013)

, 2–3, 86–87, 100–101

Companies/Employers

, 102–104

Day care policy

, 81

Defective high-severity products

, 101

Deloitte Global Centre for Corporate Governance

, 1

Demographic diversity

, 86

Department of Public Enterprises (DPE)

, 54

Directors’ selection process in India

, 51–55

Diversity in boards

, 85–86

Economic participation and opportunity

, 116–125

Education(al)

, 108

attainment

, 125

programmes

, 65

Family responsibilities

, 73–75

Female employees, obstacles facing by

, 69

Female representation analysis on Boards of Fortune India

, 85

Indian studies on gender board representation

, 87–88

results

, 89–92

study method

, 87–89

‘Feminity–competence’ double bind

, 9

Finance jobs

, 39

Flexi working hours

, 82

Formal mentors

, 78

Gender

roles and stereotypes

, 8–11

stereotype by colleagues

, 75

stereotype by employer

, 75–76

Gender diversity

, 1, 5, 35–36, 43–46, 67–68, 86, 102–105

in boardroom composition

, 6

and inclusion

, 64

Gender equality in India and South Asia Region

, 111

Global Gender Gap Index

, 111, 115–129

situation of women in South Asia

, 112–115

Gender equity

in Asian context

, 17–19

in boardroom

, 1–4

Gender Parity Score (GPS)

, 112

Generation Y

, 19

Generation Z

, 19

Glass ceiling

, 4–5, 37, 108

‘Glass cliff’

, 4

‘Glass escalator’

, 4

Global Gender Gap Index

, 111, 115–129

Global Gender Gap Report

, 111

Government

, 101–102

Grooming

, 55–56

Groupthink

, 6

Harvard Business Review study

, 108

Health and survival

, 125

Hero MotoCorp Ltd

, 64

High gender representation on boards, outcomes of

, 5–7

Higher education, empowering Indian women through

, 107–108

Hostile sexism

, 12–13

Hunt Partners

, 44

‘Ideal worker’

, 14, 99

India, gender equality in

, 111

Informal mentoring

, 78

relationships

, 104

Interviews of board members and senior executives

, 35

barriers preventing women in India from entering boardroom

, 46–51

demographic details

, 36

directors’ selection process in India

, 57–59

early identification of women directors

, 41–46

grooming of woman directors

, 55–57

increasing pool of potential candidates in order to ensuring greater gender diversity

, 43–46

job roles

, 39

lack of exposure for women

, 39–40

networking and mentorship role in directors’ selection process

, 51–55

patriarchy

, 40–41

pipeline problem

, 37–38

self-imposed restrictions as wife and mother

, 38–39

women facing obstacles to prevent them from reaching top jobs

, 37–41

Job roles

, 39

Kanya Saaksharta Protsahan Yojana

, 108

Leadership growth strategy

, 80–81

‘Leaky pipeline’

, 37

Lesbian, Gay, Bisexual, Transgender, Queer community (LGBTQ community)

, 17, 19

Literature review and study method

antecedents of low gender representation on boards

, 58–17

gender equity in Asian context

, 17–19

gender equity in boardroom

, 1–4

metaphors

, 4–5

outcomes of high gender representation on boards

, 5–7

primary sources

, 20–21

research method for study

, 19–21

secondary sources

, 21

Low gender representation on boards, antecedents of

, 8

double bind

, 11

gender roles and stereotypes

, 8–11

organisational barriers

, 14–17

sexism

, 11–12, 13

social and family support

, 12–14

Maternity Benefit Act (2017)

, 57, 103

McKinsey Global Institute (MGI)

, 21n1, 112

Mentoring

, 77–78

Mentor–mentee relationship

, 77

Mentorship

, 77

in directors’ selection process

, 51–55

Metaphors

, 4–5

#Metoo movement

, 48

Mid-career, marriage and maternity (three Ms)

, 48

Middle East and North Africa region (MENA region)

, 112

Ministry of Human Resource Development (MHRD)

, 107

Mobility

, 72–73

Monitoring

, 6

Networking

, 72

in directors’ selection process

, 51–55

ONGC

, 55

Organisational barriers

, 1, 14–17

Part-time employment

, 82

Paternalism

, 76, 81, 99

Patriarchal belt

, 112–113

Patriarchy

, 40–41

Pipeline problem

, 37–38, 63, 99

Policy-makers

, 93, 106

Political empowerment

, 116–125

Prejudice

, 9, 11–12, 97

PSU sector

, 49

Public Enterprises Selection Board (PESB)

, 55

Public Sector organizations

, 54

Queen bee syndrome

, 46, 97

Quitting

, 71

Right to Education Act (RTE)

, 107

Role models/modelling

, 77–81

Saakshar Bharat

, 107

SABLA

, 108

Self-esteem, lack of

, 69–71

Self-grooming

, 55, 59

Self-imposed restrictions as wife and mother

, 38–39

Semi-structured interview technique

, 65

Sexism

, 11–13

Shiksha Sahayog Yojana

, 107

Social and family support

, 12–14

Social eco-system in India

, 38

Socialisation process

, 77

Socio-cultural traditions

, 113

South Asia Region

gender equality in

, 111–112

gender gap

, 11

situation of women in

, 112–115

Standard Chartered Bank

, 3

Stereotypes

, 8–11

Strategy involvement

, 6

‘Think-manager-think-male’ construct

, 17

Tokenism

, 7, 67, 85, 92

Tokens

, 7

Travel policy support

, 82

Wall Street Journal, The

, 4

Woman leader aspiration

, 63, 104–105

codes and categories

, 67–78

demographic details

, 66

firm level

, 75–76

group level

, 73–75

individual level

, 69–73

mentoring and role modelling

, 77–78

obstacles facing female employees by

, 69

role models

, 78–81

sample

, 65–66

women in boardroom

, 67–68

Women

on boards

, 5

early identification of women directors

, 41–43

lack of exposure for

, 39–40

representation in boardrooms

, 2

woman-friendly policies and practices at Hero MotoCorp

, 81–83

woman-related issues

, 69–71

Women in Leadership programme (WIL programme)

, 64, 86, 102, 104

World Economic Forum (WEF)

, 111