Extending the diversity conversation: Fashion consumption experiences of underrepresented and underserved women

This research brings in the voice of underserved and underrepresented women of various racial or ethnic origins and social classes, who have differing buying powers, sexual orientations, body shapes, and physical appearances, into the conversation of fashion diversity. Through a qualitative inquiry with 38 semi-structured in-depth interviews, the researchers analyzed the consumption experiences of diverse women to expose what the fashion scene is lacking. The study's main contribution is the depiction of overlooked diversity categories in fashion, such as the non-White and non-Black women of color, women of average sizes, and women with characteristics that the fashion industry has long seen as flaws. For women's physical and psychological well-being, the authors of this study hope to lead fashion producers and researchers into a new era of diversity and minimize certain consumer groups' exclusion through discrimination, isolation, and segregation.     

Effect of board gender diversity on the financial performance of microfinance institutions: Does judicial efficiency matter?

The impact of board gender diversity on the financial performance of firms is not known. This is because empirical investigations have yielded inconclusive outcomes. This study engages data from 408 microfinance institutions (MFIs) covering the period 2010–2018 from the six microfinance regions to investigate this impact using the Least Squares Dummy Variable (LSDV) and the System Generalized Method of Moments (SYS-GMM) estimation techniques. The study also explores whether judicial efficiency exerts any significant effect on the board gender diversity–financial performance nexus. The study observes that board gender diversity exhibits a strong negative effect on the financial performance of MFIs. The study also observes that the effect of board gender diversity on the financial performance of MFIs escalates in the presence of judicial inefficiency. The study, therefore, unveils the judicial system as a channel through which gender diversity drives the financial performance of MFIs negatively.     

城市建成环境对鸟类多样性的影响 机制研究评述及展望

城市化带来的环境变化是生物多样性的主要威胁， 但城市同样也是生物多样性保护的热点地区。因此，分析和预 测城市环境变化对生物多样性的影响对于维护城市生态系统服 务，提升人类福祉至关重要。目前，越来越多的研究对城市建 成环境进行了详细的分类，分别量化了各个城市特征对生物多 样性水平的影响。然而，对影响城市内生物多样性水平的因 素仍缺乏多尺度、全球性的分析。借助Web of Science和 CNKI，对来自全球37个城市的111篇文献进行了建成环境下 鸟类多样性研究方法和结果的系统性分析，并在归纳关键性城 市建成环境要素的基础上，提出了以生物多样性为导向的建成 环境优化策略，指出了鸟类多样性保护和城市可持续发展的未 来方向。     

Cultural and economic integration of immigrant minorities: Analytical framework and policy implications

The cultural diversity that new immigrants bring to the host economy is potentially beneficial for the productivity of both immigrants and natives, but immigrants must assimilate to some extent for these benefits to be realized. In general, immigrants assimilate more slowly than natives would like, as they ignore the external material benefits of assimilation for natives and their resistance to foreign cultural influences. We develop a formal framework that highlights the complementarity between immigrants' cultural assimilation, economic integration, and investment in human capital, indicating the scope for mutually beneficial policies, offering immigrants material incentives to assimilate more rapidly.     

The impact of gender diversity on shareholder wealth: Evidence from European bank M&A

We explore the association between board gender diversity and shareholder value creation. Specifically, we investigate the impact of gender diversity on the economic impact of bank mergers and acquisitions (M&A). We employ a multi-year sample of M&A announced by European listed banks and find that: (i) the presence of women on the board of directors has a positive and statistically significant effect on acquirer gains; and (ii) boards with three or more women, or where women represent more than 25% of the board, have a stronger impact on acquirer gains than in the opposite case, consistent with critical mass theory. Moreover, banks with a critical mass of female directors perform better in undertaking value-enhancing M&A after the global financial crisis. Policy makers and practitioners could benefit from the findings by exploiting the advantages of board heterogeneity in terms of gender.     

基于聚落—坡耕地—果园空间耦合的三峡库区腹地人—地—业多样性分析

[目的]探讨中国山区乡村农业景观空间耦合关系有利于解析乡村系统中人—地—业发展变化及状态，对于深刻认识山区农业体制的变化及其土地资源管理和规划具有重要意义。[方法]文章选择三峡库区腹地奉节县为研究区，通过建立聚落—坡耕地—果园空间耦合地理机制，以“空间数量比例—空间布局结构—空间功能结构”范式，从全局和局部景观视角剖析山区聚落—坡耕地—果园空间发展模式，以揭示研究区人—地—业多样性。[结果]（1）研究区的聚落—坡耕地—果园空间耦合有6种类型：低低低—较分散型、高低高—较分散型、高低高—较集中型、高高低—较分散型、高高低—较集中型和高高高—较集中型，各类型的空间分布差异显著。（2）研究区聚落—坡耕地—果园空间发展模式有聚落与坡耕地分散增长型、聚落与果园分散增长型、聚落与坡耕地集中发展型、聚落与果园集中发展型和聚落、坡耕地、果园集中发展型；这些模式其分别对应着研究区的人与地较协调发展、人与业较协调发展、人与地协调发展、人与业协调发展和人、地、业协调发展关系。（3）聚落—坡耕地—果园各空间耦合类型在自然因素中受高程、地形起伏度综合影响最大，在经济社会因素中受距县城中心距离、经济密度综合影响最...     

区域保险差异及协同发展研究

本文通过实证分析得出东、中、西部保险在区域保费收入、保险密度、保险深度、区域保费增长数量及速度、保费收入的GDP弹性、潜在保源转化率上有较大差距,而在保险结构、保险经营、保险法律、保险监管等方面呈现出趋同性,没有多大的差别和明显的区域保险特色.因此,应从区域保险实际出发,充分发挥东部保险的带动和辐射作用,制定中、西部保险发展的差异化扶持政策,实施区域保险经营行为差异化,以促进区域保险协同发展.     

The effect of ethnic diversity on the participation in social groups: Evidence from trade unions

This paper advances the hypothesis that individuals in more ethnically fragmented societies, participate less in social groups. More precisely, the empirical analysis places the spotlight on trade unions and investigates whether ethnic diversity affects the decision of workers to participate in them. The analysis takes place along two layers: (a) country-level and (b) individual-level. First, building on a set of innovative instruments derived from the parasite-stress theory of values and sociality, our country-level analysis seeks to exploit exogenous sources of variation in ethnic diversity and establish a convincing causal relationship between ethnic diversity and trade union density across countries. In turn, we employ individual-level data from the European Social Survey (ESS) and investigate whether immigrants who cοme from more ethnically fragmented societies participate less in trade unions in their European countries of residence. Consistent with the prediction of the theory, both layers of the empirical analysis provide robust evidence of a negative, sizeable and highly significant effect of ethnic diversity on the participation in trade unions.     

Gender diversity on boards for organizational impression management: An empirical study of Japanese firms

The literature on gender diversity on corporate boards is growing, yet firms' motivation for achieving such diversity remains underexplored. This study examines the potential objective behind appointing female directors that could be driven by organizational impression management based on the hypothesis that firms strategically propose to nominate female directors when they need to form a favorable impression to their stakeholders, especially in relation to executive compensation. This study analyzed annual shareholders meeting agendas for 3585 listed Japanese firms between 2011 and 2020 and found that firms placed female director appointments on the meeting agenda when they needed approval for the revision of executive compensation. This tendency was strengthened for firms with more outside directors. This study's approach and findings contribute to the literature on corporate board gender diversity by suggesting organizational impression management as a potential strategic motivation behind the appointment of female directors.     

Do Jobseekers Value Diversity Information? Evidence from a Field Experiment and Human Capital Disclosures

We examine how information about the diversity of a potential employer's workforce affects individuals’ job-seeking behavior. We embed a field experiment in job recommendation emails from a leading career advice agency in the United States. The experimental treatment involves highlighting a diversity metric to jobseekers. Our results indicate that disclosing diversity scores in job postings leads jobseekers to click on firms with higher diversity scores, with such effects varying across jobseeker demographics. A follow-up survey provides evidence on potential explanations for why jobseekers value diversity information. We then examine how jobseekers’ preferences for diversity relate to disclosure choices under the U.S. SEC Human Capital Disclosure requirement. We find that firms in industries characterized by higher jobseeker responsiveness to diversity information tend to voluntarily disclose diversity metrics in their 10-Ks under these new disclosure requirements.