Gender diversity in firms
回顾并实证评估了性别平等的商业理由，分析了供应侧约束及主要多样性政策（如性别配额、导师计划、多样性培训和家庭友好政策）的有效性与不足，为政策制定提供参考。
Abstract This paper explores the recent efforts by the corporate world and public policy to increase the number of women in leadership positions in the workplace. We review and empirically evaluate the ‘business case’ for gender equality, showing some evidence in favour of it. Despite the evidence and growing support, progress towards more diversity in leadership positions has been slow. We study the importance of supply-side constraints, as well as the main diversity policies (gender quotas, mentoring and network programmes, diversity training to change firm culture, and family friendly policies) that have been implemented. We focus on the effectiveness of these policies, their shortcomings, as well as potential future steps that could help guide policy.