The Intersectionality of Gender, Age, and Nationality in the Boardroom:Evidence of a Double-Glass Ceiling in Saudi-Listed Firms
取締役会におけるジェンダー、年齢、国籍の交差性：サウジアラビア上場企業における二重ガラス天井の証拠 (AI 翻訳)
Abhishek Kanoor
🤖 gxceed AI 要約
日本語
本研究は、Vision 2030後のサウジアラビアにおける取締役会のジェンダー多様性の効果が、取締役の国籍や世代によって条件付けられるかを検証。外国籍女性取締役は二重ガラス天井に直面し、企業業績への正の効果が減殺される一方、ミレニアル世代の女性取締役はESG開示スコアを向上させることを実証。パネルデータ分析により、これらの交差効果を統計的に確認した。
English
This study examines whether the performance effects of board gender diversity are conditioned by director nationality and generational cohort in Saudi Arabia post-Vision 2030. Using a panel of 152 Tadawul-listed firms (2017–2023), it finds that foreign female directors face a double-glass ceiling that attenuates the female diversity premium on financial performance (ROA), while millennial female directors enhance ESG disclosure scores. The findings have implications for diversity compliance frameworks under Vision 2030.
Unofficial AI-generated summary based on the public title and abstract. Not an official translation.
📝 gxceed 編集解説 — Why this matters
日本のGX文脈において
サウジアラビアのVision 2030における取締役会の多様性分析は、日本企業が同国に進出する際のガバナンス理解に有用。また、日本でも女性取締役の効果を国籍・年齢で交差分析する視点は、より精緻なダイバーシティ政策の設計に示唆を与える。
In the global GX context
This intersectional analysis of board diversity in Saudi Arabia's post-Vision 2030 context provides a novel framework for understanding how multiple identity attributes shape governance outcomes. For global scholarship, it moves beyond monolithic gender diversity studies and offers evidence from an under-researched market.
👥 読者別の含意
🔬研究者:This paper provides a methodological template for intersectional analysis of board diversity using panel econometrics.
🏢実務担当者:Corporate governance teams in Saudi Arabia can use these findings to refine diversity recruitment strategies, focusing on foreign versus national and generational differences.
🏛政策担当者:Saudi policymakers should consider intersectional factors in designing Vision 2030 diversity compliance frameworks to avoid unintended exclusionary effects.
📄 Abstract（原文）
This study examines whether the performance effects of board gender diversity are conditioned by the intersecting identity attributes of director nationality and generational cohort in the context of Saudi Arabia's post-Vision 2030 corporate governance reforms. Drawing on Intersectionality Theory and Resource Dependence Theory, we argue that treating female directors as a homogeneous category obscures qualitatively distinct governance contributions and barriers. Specifically, we hypothesize that foreign national female directors face a compounded form of institutional exclusion — a double-glass ceiling — that attenuates or reverses the female diversity premium on firm financial performance (H₁), while millennial female directors amplify the ESG disclosure premium of gender diversity through their superior alignment with Vision 2030's sustainability agenda (H₂). Using a panel dataset of 152 Tadawul-listed non-financial firms over 2017–2023, we estimate two-way Fixed Effects and System GMM regressions incorporating Female × Foreign and Female × Young interaction terms, with Tobin's Q, ROA, and Refinitiv ESG Disclosure Scores as dependent variables. Results confirm a statistically significant negative interaction coefficient on Female × Foreign in ROA regressions (β₄ = −0.11, p < 0.01), consistent with the double-glass ceiling hypothesis, and a statistically significant positive interaction coefficient on Female × Young in ESG regressions (β₅ = +16.89, p < 0.05), confirming a generational shift effect. Findings survive dynamic panel robustness checks and delta-method marginal effect tests. The study contributes the first intersectional econometric analysis of Saudi boardroom composition and yields direct implications for the design of Vision 2030 diversity compliance frameworks.
🔗 Provenance — このレコードを発見したソース
- semanticscholar https://www.ijfmr.com/papers/2026/3/80095.pdffirst seen 2026-07-18 08:28:46
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