Einde inhoudsopgave
Female representation at the corporate top (IVOR nr. 126) 2022/2.4.6.2
2.4.6.2 Lack of access to mentors
dr. mr. R.A. van ’t Foort-Diepeveen, datum 13-05-2022
- Datum
13-05-2022
- Auteur
dr. mr. R.A. van ’t Foort-Diepeveen
- JCDI
JCDI:ADS659222:1
- Vakgebied(en)
Ondernemingsrecht (V)
Ondernemingsrecht / Corporate governance
Voetnoten
Voetnoten
Ahuja, European Journal of Information Systems, 2002, 11(1); Cross & Linehan, Women in Management Review, 2006, 21(1); Kossek et al., Journal of Management, 2017, 43(1).
Cross & Linehan, Women in Management Review, 2006, 21(1); Michailidis et al., The International Journal of Human Resource Management, 2012, 23(20); Shen et al., The International Journal of Human Resource Management, 2009, 20(2); Vinnicombe & Singh, Women in Management Review, 2002, 17(3/4).
Kossek et al., Journal of Management, 2017, 43(1).
Cross & Linehan, Women in Management Review, 2006, 21(1).
A mentor and especially a female mentor is of crucial importance for women’s career advancement1 and, therefore the lack of (female) mentors can constitute a barrier.2 The lack of women at the corporate top leads to a lack of female mentors,3 which creates a cyclical process. Difficulties in finding female mentors are also rooted in the exclusion from social networks.4 Hence, the barriers ‘exclusion from networks’ and ‘lack of access to mentors’ are related (Figure 2.3, arrow 12).