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Sexual misconduct remains at crisis levels on American college campuses and is vastly underreported. Most research focuses on individual level risks of assault and perpetration, yet campuses vary significantly in sexual offenses and reporting rates. The current study responds to calls to consider institutional factors that shape campus climates for sexual misconduct and reporting. We consider the role of gender in leadership, analyzing the impact of women's appointment as college president on reporting rates over time. We consider individual and organizational mechanisms that may shape the impact of women's appointment on reporting rates. Our analyses rely on data from U.S. colleges and universities between 2005-2020. We find that the appointment of women presidents is associated with a significant increase in reporting of sexual misconduct. We observe a significant increase in reporting during the first year following the appointment and a continued increase in reporting rates over time.

This article analyzes whether the representation of women in leadership roles reduces sexual harassment claims on college campuses. We test competing claims regarding the impact of women's workplace authority on sexual harassment. Our framework draws on the "women as agents of change" and "power paradox" perspectives to interrogate the role of gender and power in reducing workplace harassment in institutions of higher education. We find that women's overall integration into upper administrative positions reduces harassment claims. However, we also find that the gender of the president and the Title IX officer is not significantly related to the number of harassment claims. We consider the implications of these findings for ongoing efforts to reduce harassment on college and university campuses.

Purpose: The purpose of this study is to test the association between protective and risk factors, including age of transition, K-12 experiences, and family support, on suicidality among transgender and gender nonbinary/gender queer (TNB) adults. Methods: Our analysis relies on data from the 2015 United States Transgender Survey. We used separate logistic regression models to predict lifetime suicidal ideation and suicide attempt among 19,121 survey respondents. Results: Negative K-12 experiences significantly predict higher likelihood of both suicidal ideation and suicide attempt for transgender people, regardless of age of transition, and after controlling for a host of covariates. The age a transgender person begins to live full time in a gender different from the one assigned at birth has little association with suicidality. However, supportive families act as a buffer against suicidal ideation, and unsupportive families significantly predict higher likelihood of suicide attempt for transgender people when controlling for numerous covariates. Conclusion: Our findings underscore the importance of supportive environments for TNB adolescents. Interventions that strengthen interpersonal relationships and local environments will reduce suicidality among TNB youth. Importantly, recent anti-trans legislation may interfere with the ability of teachers and families to provide needed supports and will likely have deleterious effects on the mental health of TNB individuals. [ABSTRACT FROM AUTHOR]

While existing approaches to workplace stratification illuminate how relational and demographic processes impact workplace inequalities, little research has sought to disaggregate the experiences of professional women at the intersection of race and ethnicity. This study explores how workplace demography intersects with relationships among women to shape the experiences of women of color in professional careers. Relying on a mixed methods study of barriers to advancement among women lawyers, we find that the presence of women in an organization has little to no effect on the token pressures women of color experience in predominantly White-male organizations. We conclude increasing women's overall representation is necessary but insufficient for addressing the challenges women of color face navigating professional careers. [ABSTRACT FROM AUTHOR]

While most scholarship on gender leadership diversity and organizational outcomes considers the impact of board composition on firm performance, we consider the impact of women CEOs and board members together on a range of organizational outcomes. We test three competing theoretical perspectives related to gender in organizations: gender difference, homophily, and diversity. We rely on a unique data set of CEO characteristics, board composition and firm outcomes of all Fortune 500 companies from 2001 to 2010. We find that firms with women CEOs or gender diverse boards are associated with stronger business and equity practices. We also find that gender diverse leadership teams demonstrate stronger business and equity outcomes than teams characterized by gender homophily. [ABSTRACT FROM AUTHOR]

This study examines whether the appointment of racial/ethnic minorities into top management positions has a different impact on share price than the appointment of members of the racial/ethnic majority into equivalent positions. Our dependent variable is the degree of change in share price following the announcement of minority and majority men into senior management positions. Market reaction to the naming of minorities into corporate leadership positions is significant and negative while the market's reaction to the naming of members of the racial/ethnic majority is significant and positive. Our findings suggest that racial/ethnic integration of corporate hierarchies may be impeded as investor reaction increasingly drives firm-level governance decisions. Keywords: Discrimination; diversity; leadership; investor reaction; event study methodology; corporations.