Relationship between Gender Diversity in Leadership and Corporate Social Responsibility Practices

Abstract

Purpose: The aim of the study was to assess the relationship between gender diversity in leadership and corporate social responsibility practices.

Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.

Findings: Research examining the relationship between gender diversity in leadership and corporate social responsibility (CSR) practices suggests a significant correlation between the two variables. Numerous studies indicate that companies with greater gender diversity at the leadership level tend to exhibit stronger commitments to CSR initiatives. This correlation can be attributed to various factors, including enhanced decision-making processes, broader perspectives, and increased sensitivity to social and environmental concerns within diverse leadership teams. Additionally, gender-diverse leadership may foster a more inclusive organizational culture that values social responsibility and ethical conduct. Moreover, companies with women in leadership roles often prioritize issues such as diversity, employee well-being, community engagement, and environmental sustainability, which are integral aspects of CSR. Consequently, fostering gender diversity in leadership positions not only promotes gender equality but also contributes to the advancement of CSR objectives, ultimately enhancing organizational reputation, stakeholder trust, and long-term sustainability.

Implications to Theory, Practice and Policy: Social identity theory, stakeholder theory and institutional theory may be use to anchor future studies on assessing the relationship between gender diversity in leadership and corporate social responsibility practices. Implement diversity and inclusion programs aimed at increasing the representation of women in leadership positions. Advocate for regulatory frameworks that promote gender diversity in corporate leadership, such as quotas or disclosure requirements.