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5 decembre Club XXIè Siecle au Ministère de l'Economie - Diversite des CA

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Peut on appliquer les résultats de l’étude « Femmes et Pouvoir : tabou ou nouveau modèle de gouvernance? » (2011) …A la question de la diversité d'origine dans les Conseils ? Et ainsi expliquer en utilisant la littérature académique (notamment une étude concernant les quotas ethniques dans les universités US) les freins moteurs résultant du syndrome du "miroir" d'un coté et de l'autre le complexe de l'imposteur.

Veröffentlicht in: Business
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5 decembre Club XXIè Siecle au Ministère de l'Economie - Diversite des CA

  1. 1. Viviane de Beaufort , Professeure ESSEC Business School Peut on appliquer les résultats de l’étude « Femmes et Pouvoir : tabou ou nouveau modèle de gouvernance? » (2011) …à la question de la diversité dans les Conseils et l’expliquer en utilisant la littérature académique notamment une étude concernant les quotas ethniques dans les universités US Tous droits d’utilisation @CEDE-ESSEC – Merci de toujours citer la source
  2. 2.  Comme tout « imposteur » (ressenti du minoritaire) : un besoin de recourir aux compétences pour se rassurer, ce qui les amène à préparer à fonds les dossiers (VA augmentée du CA – effet d’entrainement- S. Weinberg)  Comme tout « nouvel entrant » : une vision idéalisée du mandat d’administrateur et une conception exigeante de la « BONNE GOUVERNANCE »  Comme tout « discriminé (e)»: le ressenti d’une responsabilité et une exigence d’éthique et de respect de la règle (rule) importante.  Le pouvoir pour « faire » (Responsabilité) plutôt qu’un pouvoir exercé pour ses attributs et la recherche d’un pouvoir exercé collectivement ( donc un CA projeté comme une équipe). (potestas/potentia)  Et…Un désir de Modernité @CEDE-ESSEC
  3. 3.  « La palette des compétences réunies et des profils font la richesse d’un CA  Il faut composer un CA avec des personnalités différentes pour faire un ensemble cohérent et qui fonctionne au mieux. C’est le résultat de cette juxtaposition de tempéraments et personnalités qui font un bon conseil.  Les nouveaux éléments apportent un œil neuf car ils sont indépendants des décisions / actions passées (pas de Passif)»
  4. 4. Le minoritaire apprend à avoir une plus grande capacité d’écoute, développe une capacité de coopération, de compromis, de médiation . Il a une capacité d’anticipation parce qu’il a appris à « écouter » …le majoritaire Le complexe de l’Imposteur les conduit à être assidus, préparer les réunions, s’emparer des sujets et poser des questions (Serge Weinberg- Womenbe board ready ESSEC :https://youtu.be/SWMO2nSGvGY) Son potentiel passé de discriminé/e le conduit à s’opposer éventuellement à ce qui peut être considéré comme non conforme à ses convictions, et à être très attaché/e à l’éthique et aux règles (qui protègent) Sauf si …intervient un réflexe de SURADAPTATION ! (trop souvent) ou d’EVITEMENT – INTERET MAJEUR du concept de proportion minoritaire suffisante En pratique le libre - parler des membres des conseils est parfois inexistant. « Un certain conformisme prévaut. Etre différent et porter la voix (voie) de l’innovation est plus ou moins bien perçu. De façon générale le monde des grandes entreprises incite plus au conformisme qu’au courage. Peut se poser alors le choix d’entrer en résistance ou de se conformer. (*)Woolley, Chabris, Pentland, Hashmi and Malone, Evidence for a Collective Intelligence Factor in the Performance of Human Groups, Sciencexpress, 30 septembre 2010.
  5. 5. Pouvoirs(e)s, les nouveaux équilibres femmes-hommes, Collectif dirigé par Sophie Bramly et Armelle Carminati Rabasse, Eyrolles, mai 2012. LES STÉRÉOTYPES SUR LE GENRE, IMS-Entreprendre pour la Cité, mai 2012 Femmes dans les conseils d’administration en France, Quelques considérations sur leur intégration et leur visibilité, Research Center, ESSEC Working Paper 1202, Viviane de Beaufort et Marie Khayat, février 2012 The Gender balance in business leadership (L’équilibre hommes-femmes dans le processus décisionnel des sociétés), Document de travail des services de la Commission Européenne SEC 246 final.http://ec.europa.eu/employment_social/publications/2008/ke8108186_fr.pdf, 2011 Women on boards in French companies between the desire of new politics and the reality of old power, Maryse Dubouloy, Londres, décembre 2011 Masculine Norms': Why Working Women Find It Hard to Reach the Top, in Knowledge@Wharton, 3 aout 2011 Women Matter, Etudes Mac Kinsey Hommes, femmes: la construction de la différence, Françoise Héritier, éditions L Pommier, 2010 Evidence for a Collective Intelligence Factor in the Performance of Human Groups, Woolley, Chabris, Pentland, Hashmi and Malone, Sciencexpress, 30 septembre 2010 Gender Equality and Recession, Analysis Note Smith, EGGE, 2009 Adams et Ferreira, Women in the boardroom and their impact on governance and performance, Journal of Financial Economics 94, 2009 Network, mars 2009 L’accès et la représentation des femmes dans les organes de gouvernance d’entreprise, (ORSE), Institut Français des Administrateurs (IFA), EPWN- Paris, sept 2009 The Bottom Line: Corporate Performance and Women’s Representation on Boards, étude du cabinet Catalyst, 2007 Managerial Diversity In The European Union - the social and economic stakes, Viviane de Beaufort, DR Ceressec-Academic partnership with Women’s forum, 2007 Grandir comme dirigeant, in Voyage au Cœur de la dirigeance, Louis Dugas, 2007 A Review of Research on Masculinity Ideologies Using the Male Role Norms Inventory, The Journal of Men’s Studies vol. 15, p. 130-146, R.F. Levant, K Richmond, mars 2007 Critical Mass on Corporate Boards: Why three or more women enhance governance, Richard Ivey, School of business, University Western Ontario, 2006. The Gendered society, M. Kimmel, New York, Oxford Press University, 2004 Le quotient féminin de l’entreprise, question de dirigeants, éditions Village mondial, Agnes Arcier, 2002 Le continent noir de la féminité : sexualité et/ou travail ?, Molinier, Cliniques méditerranéennes 2002 Femmes dirigeantes : les chemins du pouvoir, F. Pigeyre, in P. Bouffartigue (dir), A. Grelon, 2001 Real boys, W.Pollack, New York, Henry Holt and Company, 1999 Les jeux du pouvoir et du désir dans l’entreprise, Eugène Enriquez, Desclée de Brouwer, 1997. EPWN Women@work:“Women on boards-Moving Beyond Tokenism”,Women@work N°2.-“Mentoring-a powerful -Tool for Women”,Women@Work N°7.-“Women on boards, moving mountains”,Women@Work N°8.è“Réseaux, le nouveau fil d’Ariane”,Women@Work N°11 Ce travail a été élaboré à partir de l’étude FEMMES & POUVOIR : Tabou ou nouveau modèle de Leadership- publié réalisée avec le soutien du cabinet BOYDEN pour le Women’s Forum, octobre 2012- https://sites.google.com/a/essec.edu/viviane-de-beaufort/engagement-women/leadership-au-feminin Woolley, Chabris, Pentland, Hashmi and Malone, Evidence for a Collective Intelligence Factor in the Performance of Human Groups, Sciencexpress, 30 septembre 2010.

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