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This paper examines the framing processes and the role of actors in the field of women on boards (WoB) spanning two decades in the UK and Norway. Drawing on social movements' literature, we adopt a frame analysis lens to examine the features of frames and the framing processes mobilized to pursue change for WoB in each national context. Empirically, we compare how different frames are leveraged to make the case for WoB under the guise of voluntary and compulsory policies, which reflect distinct liberal and radical approaches in the two countries which are characterized by different institutional contexts. In our analysis, we utilize multi-source secondary and primary data spanning two decades (including 161 interviews with key actors, 59 policy documents). Our contribution is twofold. First, by surfacing the structure of WoB frames, and how these frames have been mobilized, bent, and stretched in the UK and Norway, we extend framing literature by connecting the role of actors and their politicking processes to the broader political, national and institutional context in which they operate, having both a comparative and time trajectory approach. Second, we extend equality, diversity and inclusion scholarship by critically examining the politics, ideologies, contradictions and neglected voices in the WoB frames mobilized within each national setting. [ABSTRACT FROM AUTHOR]

The purpose of this study is to contribute to a better understanding of the multiple cultural and institutional antecedents which positively (or negatively) impact getting more women on corporate boards (WoCB). Many contemporary discourses about quotas vs. voluntary actions as drivers of greater gender diversity on boards are largely based on cross-country mimicking. These discourses often fail to integrate country-level configurations and conditions, as drivers or barriers to change. We address this gap by seeking to understand the complexity of such multiple antecedents to getting WoCB. Findings reveal multiple macro factors involved in getting WoCB. We test the complex inter-relations of factors such as legislation, cultural, societal, economic, political and institutional variables and their effects. Findings also highlight the influence of factors such as gender equality in political empowerment and institutional settings; government-regulated maternity and paternity leave; specific legislative or soft quota policies; and societal cultural variables, such as (low) power distance and (high) assertiveness, as drivers of getting WoCB.Empirical evidence underscores the need to consider and complement legislative policies to specific cultural and institutional conditions in each country. To help policymakers, we provide insights into which multiple macro factors act as drivers or barriers in their organizations or societies for getting more WoCB. This will help decision makers in organizations or policymaking bodies to match gender diversity goals to the multiple country-level conditions they need to navigate. [ABSTRACT FROM AUTHOR]

The symposium comprises presentations of 8 research projects on the phenomenon of women in the upper corporate echelons. The presenters number 16 and hail from 9 countries and 13 unique institutions. The symposium covers a diversity of topics (e.g., corporate board quotas and codes, director appointment), theories (e.g., social categorization, economics theories), data and methodologies (e.g., interviews and questionnaires of female executives, secondary data from Boardex/Compustat, logistic regression, content analysis), and country environments (i.e., detailed discussion of Iceland, Spain, and the US). We hope that the symposium stimulates a rich debate and discussion of critical future developments in the field of women on boards. For all papers, this will be the first opportunity for presentation; however, all are very well-developed and have substantial data/theory. We will start the symposium by asking audience members to briefly introduce themselves so we know our audience, and then we will provide time at the end of the presentations for audience members to ask questions as well as to share their perspectives on these findings and any findings from their related research. [ABSTRACT FROM AUTHOR]

Drawing on qualitative interviews, this study explores the life trajectories of 35 of the women directors with the most directorships in Norway. The interviews were conducted shortly after the implementation of the gender balance regulation for boards in public limited companies. This study offers insight into how structural changes in form of quotas and different life trajectories, including the accumulation and utilization of different types of capitals, have shaped women directors' paths to these positions in multiple ways. We contribute by advancing theories about WoB and the use of national strategies. We found that the introduction of the quota law has, unsurprisingly, provided additional opportunities for the women in this study in terms of board positions. Nevertheless, we found diversity among the participants in this study. Hence, we demonstrate the importance of going beyond the surface level in order to understand diversity among women directors, including career trajectories and the accumulation and utilization of different forms of capitals. Building on Bourdieu's ideas of multiple forms of capital, we explore how economic, cultural, social and symbolic forms of capitals have been accumulated and utilized differently by the women. We found that these women, albeit the majority of them not having the 'conventional executive background', have potentially relevant experiences and background for board positions. Hence, with the current focus on the use of strategies to increase women's presence on boards, findings in this study suggest that the quota law in Norway has challenged the dominant ideas about suitability and desired background of directors beyond the 'conventional executive path'. [ABSTRACT FROM AUTHOR]

Women's underrepresentation on corporate boards is increasingly debated in both academic and practitioner circles. Recent academic studies (Gabaldon et al., 2015; Grosvold & Brammer, 2011; Seierstad et al., 2015, Doldor et al., 2015; Terjesen & Sealy, 2015) and national political efforts in multiple countries (e.g. quota law proposed at EU level in 2012) have focused on understanding and enabling change towards a better representation of women on boards (WoB). This symposium brings together the latest scholarship in the field, with the aim of providing fresh insights into the change mechanisms that enable the shift towards more gender-balanced boards. The symposium showcases six projects, authored by 18 authors from 9 different countries and 12 institutions. These empirical papers focus on a variety of mechanisms (board selection processes, voluntary approaches, soft and hard quotas, corporate governance, diversity management/CSR reporting, strategies without penalties for non-compliance) and actors (corporations, legislators and policy-makers, scholars) that can change the landscape of boards. The papers draw on a range of theoretical perspectives (institutional theory, resource and path dependence theory, theories on research impact and engaged scholarship), and methodologies (both quantitative and qualitative methods; primary and secondary data), and focus on six country contexts with very different approaches to increasing the share of WoB (USA - no regulation, UK and Australia - voluntary measures, Austria - hard law without quotas, and Spain - compulsory measures, but without penalties for non-compliance). All of the research is devoted to understanding different strategies to promote women on boards beyond the traditional example of Norway. The variety of topics, perspectives, methodologies, and contexts underpinning the research presented in the symposium will stimulate debate and future projects in the field, enabling WoB scholars to develop research programs that address the need to change the status quo. Increasing women's presence of boards is relevant to scholarly conversations in several fields including women in leadership, diversity management, corporate governance, and business ethics (Bear & Post, 2010; Terjesen et al, 2009, Zattoni et al., 2013). A multifaceted and context-sensitive understanding of how to accelerate change in this area could also inform meaningful social change for more gender equality in top roles. [ABSTRACT FROM AUTHOR]

Understanding the spread of national public policies to increase the number of women on boards is often presented using different types of institutional theory logic. However, the importance of the political games influencing these decisions has not received the same attention. In this article, we look beyond the institutional setting by focusing on the role of actors. We explore processes, including who the critical actors that drive and determine these policies are and what motivates them to push for change. We employ a processual design approach using a longitudinal country-comparative case study exploring the case of Norway, England, Germany and Italy. We map the political games, both inside and outside legislative areas, including the micro politics among various actors and groups of actors in the selected countries. Data is collected through participation observations, interviews, and text analyses. The study contributes by filling important gaps in the literature by embedding the discussion about women on boards in politicking, national public policies and by introducing dynamic perspectives. Finally, by using a processual design approach, we capture the reality of the women on board debates at different points of time and in different actor and motivational contexts. The study has consequences for how police-makers and businesses may follow up and act based on the debates. [ABSTRACT FROM AUTHOR]