GENDER SMART INVESTING AND OTHER GENDER RELATED ISSUES – BIBLIOGRAPHY
Activist to Social Entrepreneur: The role of Social Enterprise in Supporting Women’s Empowerment
Social enterprise is playing a growing role in support of women’s empowerment – notably, as a source of funding for women’s rights, a means of delivering training and creating employment, and as a way of empowering women socially and economically.
Just Good Investing – Why gender matters to your portfolio and what you can do about it
Calvert Impact Capital
A quantitative analysis of our portfolio over 11 years revealed that on average, companies with the highest percentage of women on boards and in leadership positions outperformed those with the least. Our data sample showed a strong relationship between women in leadership positions and financial performance, suggesting it could be a key leverage point for investors and businesses. Incorporating gender into investment analysis might be the quickest route to better performing investments and a more equitable and sustainable world. There’s no one, right way to incorporate gender into your investments. It’s not rocket-science, it’s not niche. It has the potential to improve both financial performance and social impact. In short, it’s just good investing, so get started today.
The CS Gender 3000: The Reward for Change
Credit Suisse Research Institutes, 2016
Gender diversity is an important element of corporate performance and plays a central role in talent management efforts. In its second, updated report the Credit Suisse Research Institute (CSRI) reconfirms the clear link that exists between diversity and improved business performance. When it comes to structural changes and development of women talent, however, the report concludes that only limited progress has been made since the publication of the first edition.
These Are the Women CEOs Leading Fortune 500 Companies
Fortune, June 7, 2017
Female CEOs in the Fortune 500 aren’t quite the norm yet, but they have been making strides. As of May 2018, there are 24 female CEOs on the list—or just under 5% of the total list.
Gender Smart Investing Summit
Globally, $1.61 trillion is invested “with gender consideration”, which ranges from the $4.6B that has an intentional gender lens mandate, to funds that look at gender “as part of their analysis.” However, the total investment marketplace is worth US $60 trillion. What happens when all $60T is invested with meaningful gender consideration and the entire finance community is gender-smart?
Moving Toward Gender Balance in Private Equity and Venture Capital International Finance Group, Oliver Wyman, Rock Creek, 2019
The study explores the link between financial returns and gender diversity; the lack of women in the industry; and steps needed to achieve gender balance. One of the key findings of the report is that private equity and venture capital funds with gender-balanced senior investment teams generated 10 percent to 20 percent higher returns compared with funds that have a majority of male or female leaders. The report draws on gender diversity and performance data from more than 700 funds and 500 portfolio companies and also gathers recommendations for fund managers and institutional investors to help move the industry towards gender balance.
The Road to Gender Balance
J.P. Morgan, 2018
Steps towards greater diversity in the workplace and in politics have been made, but progress on women in executive leadership has stalled. Investors have more of an incentive than ever to push for gender diversity, as companies that promote gender balance have produced better returns on equity.
The Power of Parity: How Advancing Women’s Equality Can Add $ 12 Trillion to Global Growth
McKinsey Global Institutes, 2015
Gender inequality is not only a pressing moral and social issue but also a critical economic challenge. If women—who account for half the world’s population—do not achieve their full economic potential, the global economy will suffer. In this report, MGI explores the economic potential available if the global gender gap were to be closed. The research finds that, in a full-potential scenario in which women play an identical role in labor markets to men’s, as much as $28 trillion, or 26 percent, could be added to global annual GDP in 2025. This estimate is double that of other studies’ estimations, reflecting the fact that MGI has taken a more comprehensive view of gender inequality in work. Attaining parity in the world of work is not realistic in the short term. Doing so would imply not only the reduction of formidable barriers and change in social attitudes but also personal choices about how to allocate time between domestic and market-based work. However, if all countries were to match the progress toward gender parity of the best performer in their region, it could produce a boost to annual global GDP of as much as $12 trillion in 2025.
McKinsey & Company, 2015
The analysis found a statistically significant relationship between a more diverse leadership team and better financial performance. The companies in the top quartile of gender diversity were 15 percent more likely to have financial returns that were above their national industry median. Companies in the top quartile of racial/ethnic diversity were 35 percent more likely to have financial returns above their national industry median. Companies in the bottom quartile for both gender and ethnicity/race were statistically less likely to achieve above-average financial returns than the average companies in the dataset (that is, they were not just not leading, they were lagging).
Women in the Workplace 2018
McKinsey & Company & LeanIn.Org, 2018
For the last four years, companies have reported that they are highly committed to gender diversity. But that commitment has not translated into meaningful progress. Women continue to be vastly underrepresented at every level. For women of color, it’s even worse. Only about one in five senior leaders is a woman, and one in twenty-five is a woman of color. Progress isn’t just slow—it’s stalled. Women in the Workplace 2018 is the largest comprehensive study of the state of women in corporate America. This year, 279 companies employing more than 13 million people shared their pipeline data and completed a survey of their HR practices.
The Gender Advantage: Integrating Gender Diversity into Investment Decisions
Morgan Stanley, 2016
Gender diversity, as a financial consideration for investors, is accelerating. This is driven by agrowing body of research that shows increased diversity and a more inclusive workforce can be attributes of strong performance, as well as by a desire from asset owners to use their financial resources as a tool to drive social change and greater gender equality. Regardless of the original motivation for considering genderdiversity, this primer seeks to clarify the range of approaches and opportunities available for investors to successfully integrate genderdiversity criteria into an investment portfolio.
Why it Pays to Invest in Gender Diversity
Morgan Stanley, 2016
Morgan Stanley has created a proprietary quantitative framework to show that a better balance of men and women in the workplace can deliver returns with less volatility. Investing in gender diversity at the workplace is profitable for both companies and investors, and Morgan Stanley has the research and quantitative analysis to back it up. Moving the debate from the theoretical and into the empirical, Morgan Stanley’s Sustainable and Responsible Investment (SRI) and Global Quantitative Research teams have collected and analyzed data on this issue from around the world, and created a proprietary gender-diversity framework for ranking more than 1,600 stocks globally. This new approach demonstrates that more gender diverse companies offer similar return with lower volatility, with significant implications for investment and corporate behavior.
Do female founders get better results? Here’s what happened on my quest to find out
Pitchbook, Jan 23, 2018
PitchBook data shows that in 2017, just 2.2% of all venture capital in the US went to companies founded solely by women. The story is about the same when measured by deal count: Roughly 4.4% of VC transactions in the US last year were for female-founded companies. And the investor side isn’t much more diverse: Just 11.3% of partners at VC firms in the US are female.
Gender-Lens Investing Strategies for 2019
Stanford Social Innovation Reveiw, Feb. 27, 2019
Four strategies that can help fuel the momentum behind investing in organizations, products, and services that benefit women.
Gender, adaptation and disaster risk reduction
United Nations Development Program
Gender equality and women’s empowerment are key to the success of all post-2015 multilateral agendas, including 2030 Agenda, the Paris Agreement, the Sendai Framework, and all future actions on reducing climatic and disaster risk.
Women in Scienze – 2018
According to UIS data, less than 30% of the world’s researchers are women. UIS data also show the extent to which these women work in the public, private or academic sectors, as well as their fields of research. But to truly reduce the gender gap, we must go beyond the hard numbers and identify the qualitative factors that deter women from pursuing careers in science, technology, engineering and mathematics (STEM).
WOMEN IN VC
The world’s largest global directory for women in venture capital to find each other, connect, and collaborate.
“Debunking any myths that women in VC only invest in consumer and commerce companies, we saw equal interest in healthcare, enterprise, and fintech.”
Venture Capitalists Are Using the Wrong Tools to Improve Gender Diversity, March 12, 2019/strong>
Unconscious biases in VC play an important role in keeping women out of the industry and its top ranks. For instance, venture investors prefer to associate and invest with similar others (a tendency known as homophily), and female investors are treated differently from their male counterparts in myriad ways. In their interactions with entrepreneurs, investors ask female and male founders different questions; punish entrepreneurs for stereotypically feminine behaviors; evaluate female- and male-founded ventures using different criteria; and, generally, prefer pitches by male founders even when the content of the pitch is exactly the same.