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3 strategies to increase investment in women entrepreneurs

Hei-ock Kim

Medium April 11, 2017 Renata George Have you noticed that, despite the almost daily reminders that women entrepreneurs are underfunded through articles and blog posts, venture investors of both genders seem to distance themselves from these conversations? This is happening primarily because the initiators of such debates can discuss the gender issue at great length but rarely turn the conversation …

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Moving women to the top: McKinsey Global Survey results

Hei-ock Kim

McKinsey October 2010 A majority of executives believe gender diversity in leadership is linked to better financial performance, but companies take few actions to support women in the workforce. As the number of women participating in the workforce grows, their potential influence on business is becoming ever more important. Seventy-two percent of respondents to a recent McKinsey survey believe there …

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NAB gender equality bond raises $500m

Hei-ock Kim

Investor Daily March 22, 2017 By Reporter The NAB Social Bond (Gender Equality) will provide financing and re-financing to businesses already funded by the bank, which are listed as an employer of choice for gender equality by the Workplace Gender Equality Agency and “primary activities don’t involve alcohol, gambling, tobacco, military weapons, predatory lending, fossil fuels, palm oil, transport of …

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How advancing women’s equality can add $12 trillion to global growth

Hei-ock Kim

McKinsey September 2015 By Jonathan Woetzel, Anu Madgavkar, Kweilin Ellingrud, Eric Labaye, Sandrine Devillard, Eric Kutcher, James Manyika, Richard Dobbs, and Mekala Krishnan A new McKinsey Global Institute report finds that $12 trillion could be added to global GDP by 2025 by advancing women’s equality. The public, private, and social sectors will need to act to close gender gaps in …

Why Gender Diversity Matters to Event Planners

Hei-ock Kim

Entrepreneur May 22, 2017 By Gene Hammett The largest marketing, sales and leadership conferences in the world are facing a huge challenge. Traditionally, conference audiences and speakers have been nearly 100 percent white males. However, times have changed. The make-up of the audience is now evenly split between men and women. The event planner’s job is to ensure that the …

WHY WE NEED TO REIMAGINE MASCULINITY

Hei-ock Kim

Newsweek September 20, 2010 By Andrew Romano What’s the matter with men? For years, the media have delivered the direst of prognoses. Men are “in decline.” Guys are getting “stiffed.” The “war on boys” has begun. And so on. This summer, The Atlantic’s Hanna Rosin went so far as to declare that “The End of Men” is upon us. There’s …

Closing gender gap could boost economy

Hei-ock Kim

The San Diego Union-Tribune May 21, 2016 By Kate Morrissey If San Diego were to shrink the gender gap in its workforce even moderately, the metro area could increase its gross domestic product by about $23 billion by 2025, according to a new report from the McKinsey Global Institute. That’s about a 9 percent boost to the current estimated growth, …

Flexible men and successful women: the effects of flexible working hours on German couples’ wages

Hei-ock Kim

SAGE Journals First Published July 12, 2017 By Laura Antonia Langner Abstract Work hour flexibility is believed to help couples manage career and family demands. The German Socio-Economic Panel Study (SOEP) is unique in following both the flexible employee and their partner over time. The study utilizes this feature to investigate whether the take-up of work hour flexibility is detrimental …

Is Gender Diversity Profitable Evidence from a Global Survey

Hei-ock Kim

Peterson Institute of Economics
Marcus Noland, Tyler Moran, and Barbara Kotschwar

Analysis of a global survey of 21,980 firms from 91 countries suggests that the presence of women in corporate leadership
positions may improve firm performance. This correlation could reflect either the payoff to nondiscrimination or the
fact that women increase a firm’s skill diversity. Women’s presence in corporate leadership is positively correlated with
firm characteristics such as size as well as national characteristics such as girls’ math scores, the absence of discriminatory
attitudes toward female executives, and the availability of paternal leave. The results find no impact of board
gender quotas on firm performance, but they suggest that the payoffs of policies that facilitate women rising through the
corporate ranks more broadly could be significant.