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Corporate Governance TABLE OF CONTENTS

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Added on  2020-09-08

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Corporate Governance TABLE OF CONTENTS Assessment 2 3 Part 13 Executive summary3 Introduction 3 Evidence and analysis 3 Conclusion 5 Recommendation5 References 7 Assessment 2 Part 1 1 Executive summary Organisations are facing pressure to improve governance system. It is analysed that an increased diversity within an organisation leads to improve the financial performance of the company (Post and Byron, 2015). The present study has critically evaluated the existence of gender diversity on company’s board level to improve the performance of their business.

Corporate Governance TABLE OF CONTENTS

   Added on 2020-09-08

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TABLE OF CONTENTSAssessment 2....................................................................................................................................3Part 1................................................................................................................................................3Executive summary................................................................................................................3Introduction............................................................................................................................3Evidence and analysis.............................................................................................................3Conclusion..............................................................................................................................5Recommendation....................................................................................................................5References........................................................................................................................................72
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Assessment 2Part 1Executive summaryOrganisations are facing pressure to improve governance system. At the same time, they arealso dealing with issues arising from decreasing number of female members in the board(Vismara and Benaroio, 2017).Diversity at the workplace is referred to the variation ofdifferences among people who are operating in an establishment. Although, workplace diversityalso incorporates the race, ethnic group, gender, age, cognitive style, personality, organisationalfunction, educational background, occupancy and communication ability of the workers. Apartfrom this, it also specifies one’s ability to adapt continual changes taking place at the workplacethat has been discussed in this report. It is analysed that an increased diversity within anorganisation leads to improve the financial performance of the company(Post and Byron, 2015).In this report, gender diversity on a company board and its impact on the performance ofcompany are highlighted.This report has together discussed upon a reducing presence of womenin leadership position with a major concern of executive departments (Ellwood and Garcia-Lacalle, 2015).IntroductionCorporate governance is the framework of rules, relationships, systems and processeswithin an organisation by which their authority is being exercised with an incorporated control(Ali, Metz, and Kulik, 2015). The present study has critically evaluated the existence of genderdiversity on company’s board level to improve the performance of their business. On this basis,some likely recommendations will be produced for a better initiation of gender diversity policy atboard level. Apart from this, gender diversity on a company board is associated with improvedbusiness performances (Kakabadse and et.al., 2015). Further, this report covers the way in whicha firm should initiate a gender diversity policy for its board members. Evidence and analysis Diversity at workplace becomes one of the major factors in the corporate world where it isknown to make a direct impact on the company’s work performance that can be measured fromthe profits generated by them (Rao and Tilt, 2016). Although, a company’s performance can bemeasured financially, socially or non-financially. Out of which, measuring financial performanceis of utmost importance, as specified by Ijas (2012). Herein, the gender diversity at board level of3
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an enterprise largely influences their corporate performance. This also leads to a completelydiversified workplace that directly influences the financial performance of the firm to a greatextent. It is however referred to be a very tactical approach where bringing diversity at theworkplace is not referred to be an easy task, as argued by Adams and Ferreira (2009).This duly necessitates the organisations to hire right set of talent at the board level with astrict consideration of Australian ACT guideline. It is increasingly recognised as a value in itselfand an appearance of basic law based estimations of freedom, justice and equality (Klarsfeld andet. Al., 2014). Harjoto, Laksmana and Lee (2015) has analysed that diversity is effective as itincreases the morale of the workers, shareholder’s value, customer satisfaction and worker’sproductivity. It is critically evaluated by Cumming, Leung and Rui (2015) that in the presenttime, certain developments have been observed in the labour market of many western economies.This is apparent to bring onto some positive outcomes in the company’s both financial and non-financial performances. It is with a major concern of leadership position at administrative levelof the organisations by balancing the gender gap.In Australia, women are provided 20% of the board seats in the companies who are listedon Stock exchange which is considered to be a willing approach for their betterment (Cumming,Leung and Rui, 2015). Increase in diversity, lead to brings lots of advantages for the firm andleads to enhance the accessible cognitive resources. Gul, Srinidhi, and Ng, (2011) have arguedthat board gender diversity plays a significant role with some vital evidences of operating a longterm business. Therefore, these signals are situated on different features that are linked with thefemale style of leadership. Along with this, it can be suggested that women are more carefultowards performing their work (Ali, Ng, and Kulik, 2014). From the evidence, it is suggestedthat women are most risk-averse while investing on behalf of others as well as their own assets.Therefore, this perception is especially applicable to long-term stakeholder who is basically riskopposed, mostly in the economic times (Valsan. 2015). Women are more passionate about the work plus they work more effectively andefficiently as compared to men. Further, encouraging gender diversity in the board will helpcompany in accomplishing success. From the Gallup study, it is identified that recruiting ademographically diversified workforce helps in improving the performance of the firm. Further,its financial performance gets dramatically improved. Diversity and engagement leads toincrease the revenue as compared to a company which is not highly diversified (Rao and Tilt,4
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