News and research


The Business School has a number of faculty members working to develop the conversation on gender-balanced leadership.

Enforcing gender quotas increases boardroom diversity and quality

July, 2020 This research from Dr Sonia Falconieri studied the boards of companies across a 14-year period – and found that that companies forced to comply with gender diversity regulations have significantly higher female representation on their board of directors. Another study looking at the ‘quality’ of the boards under gender quota guidelines showed no deterioration in cases of high diversity, and in several cases improved where quotas were mandatory.

Read the full article on the impact of gender quotas.

Gender Diversity and M&A Outcomes

February, 2020 Research from Scott Moeller at the M&A Research Centre at The Business School and SS&C Intralinks (a cloud-based financial technology provider) addresses how female board-level representation affects corporate deal making. While gender-balanced boards are well-received externally, there is still much to be done before female CEOs are accurately perceived and valued by the markets and wider stakeholders.

Read the full report on gender diversity at CEO and board-level.

Gender-diverse boardrooms reduce bank misconduct penalties by $7.48m per year, study finds

December, 2019 Greater female representation in the boardroom attracts fewer fines from authorities in misconduct cases, says this research from authors including Barbara Casu Lukac and Dr Angela Gallo. Analysis uncovered data suggesting that banks with strong diversity at the top were more compliant and tended to avoid the same level of financial punishment compared to those with male-dominated boardrooms, with significant equivalent savings of $7.48 million per year. The full research on gender-divsrse boardrooms is published here.

Board diversity has a positive impact on bank performance in times of financial turbulence

October, 2018 Led by Professor Barbara Casu Lukac this research examines board diversity in relation to the performance of EU-listed banks. It uncovers a complex relationship between board heterogeneity and bank performance, which is influenced both by market conditions and by national culture. It finds that banks with boards which are more diverse in terms of gender, employee representation, internationalisation and age have higher and less volatile performance.

New study suggests women do ask for pay rises but don't get them

September, 2016 Research from Amanda Goodall at the Business School, the University of Warwick and the University of Wisconsin shows that women ask for wage rises just as often as men, but men are 25 per cent more likely to get a raise when they ask. The research is the first to do a statistical test of the idea that women get paid less because they are not as pushy as men. The researchers found no support for the theory. Co-author Andrew Oswald at the University of Warwick said:

Having seen these findings, I think we have to accept that there is some element of pure discrimination against women.

Read the full article: New study suggests women do ask for pay rises but don't get them


See all of the latest news about the Bayes Global Women's Leadership project.

Bayes Business School welcome Sir Philip Hampton and Denise Wilson OBE of The Hampton-Alexander Review to Bunhill Row for a discussion on the importance of gender equity on boards.

“We need to have talent equally distributed – it’s good for business to have the best people and that should include women.  We have learned the lesson from the financial crisis when boards were stuffed with men.  Diversity is important for rich debate and boards need people who will ask difficult questions.”

Read the full story, The importance of gender equality on FTSE.