1. Annick Masselot, University of Canterbury, New Zealand Akshaya Kamalnath, Deakins University, Australia Corporate governance principles and gender equality across Europe and Asia: Convergence and Diffusion 4th European Conference on Politics and Gender (ECPG) 11-13 June 2015, Uppsala, Sweden

2.  Aim: To critically engage with the concepts of gender balanced representation on corporate boards; gender equality and quotas.  Compare and contrast the application of such concepts within the EU legal framework and Asian countries, particularly Malaysia and India.  This provides an opportunity to contribute to the theory of diffusion and legal transplant.  Also, to consider and contrast the concept gender equality across Europe and Asia.

4.  Under-representation of women in positions of power is a world-wide phenomenon.  The Financial crisis precipitated the debate about the under-representation of women in corporate boards.  Scholars in the area draw a linkage between gender quotas in politics and in corporate boards.  Political quotas are understood today as substantive equality measures.

5.  Business case arguments  Equity based arguments  Democratic legitimacy based arguments

6.  Normative transplants and/or diffusion of laws?  Norway ⇨ Europe ⇨ EU ⇨ Asia  Norway – Public Limited Companies Act (2003 amendment): 40% of each gender.  Europe - Austria, Belgium, Denmark, Finland, France, Iceland, Ireland, Israel, Italy, Norway, Spain, Switzerland, Germany and the Netherlands.  EU proposed directive (2012) – transparent recruitment procedures – goal of 40% women NEDs. Listed companies – training and mentoring  Norwegian model resulted in positive outcomes.  EU –financial crisis and gender equality efforts[economic problem, social dimension].

7.  Malaysia (2011/12) and India (2013/14) – low representation of women. (7.8%, 4.7%).  Malaysian Code of Corporate Governance – Companies listed on Bursa Malaysia  steps to ensure women candidates sought, disclosure of gender diversity policies and targets and measures to meet them.  Comply or explain.  Focus on both gender equality and business case.  Training programs and databases.

8.  India – Companies Act 2013 – monetary penalty - € 600- 6000.  Appointment of one woman director by Oct, 2014. (Listing agreement).  No guidelines. Worry about appointment of female family members.  ‘To encourage women’s participation in decision making at every level.’ Business case emphasised by media reports.  Training programs only as private initiatives.  Diffusion of what developed as an EU concept into Asia. Market facilitation to an extent.

9.  Diffusion of EU values?  EU: Corporate gender quotas as part of the larger gender equality project.  Issues of maternity and child care relevant in preventing the leaking pipeline to decision- making positions.  Asian cultures – child care and elder care.  Transition in emerging economies – more women entering work force – women on boards would facilitate this.