[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-127547-en":3,"doc-seo-127547-105":30,"detail-sidebar-cat-0-en-105":92},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":4,"category_id":11,"category_name":12,"doc_title":13,"doc_description":14,"doc_content":15,"file_id":16,"file_url":17,"file_type":18,"file_size":19,"view_count":20,"is_deleted":4,"is_public":20,"is_downloadable":20,"audit_status":20,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":14,"update_tm":28,"read_time":29},127547,687207017582,"Himbo","https://ap-avatar.wpscdn.com/davatar_994ba38a5ba835b3df7d355c54d3ed8d",8,"Research & Report","Board gender diversity and workplace diversity - a machine learning approach","This study examines how board gender diversity (BGD) is associated with workplace diversity and evaluates the relative importance of board and firm characteristics in predicting diversity outcomes. Using a novel machine learning approach, the analysis links three workplace diversity dimensions to BGD with a social media dataset of about 250,000 employee reviews, and applies explainable AI to interpret model results. Results indicate a strong positive association between BGD and gender equality and inclusiveness, while age diversity shows a weak negative link, and workplace diversity is related to firm value and performance.","Board gender diversity and workplace diversity: a machine learning approach  \nMikko Ranta and Mika Ylinen  \nAbstract  \nPurpose – This study aims to examine the association between board gender diversity (BGD) and workplace diversity and the relative importance of various board and firm characteristics in predicting diversity.  \nDesign/methodology/approach – With a novel machine learning (ML) approach, this study models the association between three workplace diversity variables and BGD using a social media data set of approximately 250,000 employee reviews. Using the tools of explainable artificial intelligence, the authors interpret the results of the ML model.  \nFindings – The results show that BGD has a strong positive association with the gender equality and inclusiveness dimensions of corporate diversity culture. However, BGD is found to have a weak negative association with age diversity in a company. Furthermore, the authors find that workplace diversity is an important predictor of firm value, indicating a possible channel on how BGD affects firm performance. Originality/value – The effects of BGD on workplace diversity below management levels are mainly omitted in the current corporate governance literature. Furthermore, existing research has not considered different dimensions of this diversity and has mainly focused on its gender aspects. In this study, the authors address this research problem and examine how BGD affects different dimensions of diversity atthe overall company level. This study reveals important associations and identifies key variables that should be included as apart of theoretical causal models in future research.  \nKeywords Corporate governance, Board composition, Machine learning, Workplace diversity, Explainable AI  \nPaper type Research paper  \n1. Introduction  \nThe gender composition of corporate boards and its influence on other aspects of business is a widely studied research topic in the corporate governance literature. Previous research has studied, for example, how board gender diversity (BGD) affects executive appointments (Cook and Glass , 2014, 2015), board effectiveness (Adams and Ferreira, 2009), corporate value (Carter et al. , 2003), operational performance (Campbell and M´ınguez-Vera, 2008) and risk-taking (Palvia et al. , 2015) . For an extensive literature review of BGD research, see Baker et al. (2020) or Kirsch (2018) . However, although the effects of BGD have been extensively studied, many questions remain on what effects can be expected from a more gender-balanced board composition (Kirsch, 2018) .  \nFor example, existing research has mainly ignored the effects of BGD on the diversity culture of workplaces. Few studies have explored the effect of BGD on diversity at the top management level. For instance, Cook and Glass (2014 , 2015) studied how BGD is associated with the appointment and success of women chief executive officer (CEOs) . Moreover, several studies have found that high diversity at the top level of organizations is positively associated with diversity at the lower managerial levels (Bilimoria, 2006; Matsa and Miller, 2011 ; Skaggs et al. , 2012) . However, the effects of BGD on the diversity below the management levels are mainly omitted in the current corporate governance literature.  \nMikko Ranta and  \nMika Ylinen are both based at the School of Accounting and Finance, University of Vaasa, Vaasa, Finland.  \nReceived 26 January 2022 Revised 17 May 2022  \n25 August 2022  \n16 October 2022 Accepted 30 December 2022  \n© Mikko Ranta and Mika Ylinen. Published by Emerald Publishing Limited. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at [http://creativecommons](http://creative","cbCaiuWaN70zUnqP","https://ap.wps.com/l/cbCaiuWaN70zUnqP","pdf",5566604,1,24,"English","en",105,"# Introduction\n## Board gender diversity and corporate governance outcomes\n## Workplace diversity culture and research gaps\n# Methodology and data approach\n## Machine learning with employee review data\n## Explainable AI interpretation\n# Findings\n## Associations with diversity dimensions\n## Implications for firm value and performance","[{\"question\":\"What is the main purpose of the study on board gender diversity (BGD)?\",\"answer\":\"The study investigates the association between BGD and workplace diversity and assesses which board and firm characteristics are most important for predicting diversity.\"},{\"question\":\"How does the study model BGD and workplace diversity?\",\"answer\":\"It uses a novel machine learning approach linking three workplace diversity variables to BGD, based on roughly 250,000 employee reviews from social media data aggregated at the yearly level.\"},{\"question\":\"What do the results show about the relationship between BGD and workplace diversity dimensions?\",\"answer\":\"BGD has a strong positive association with gender equality and inclusiveness dimensions of corporate diversity culture, but shows a weak negative association with age diversity.\"}]","Board gender diversity and workplace diversity - 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