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Gabaldón, Patricia

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Patricia
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Gabaldón
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IE University
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IE Business School
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Economics
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2021 - 20222
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Author: Cabo, Ruth Mateos de ×

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    Network diffusion of gender diversity on boards: A process of two-speed opposing forces
    (Public Library of Science, 2022) Gimeno, Ricardo; Cabo, Ruth Mateos de; Grau, Pilar; Gabaldón, Patricia; https://ror.org/02jjdwm75
    Network diffusion processes or how information spreads through networks have been widely examined in numerous disciplines such as epidemiology,physics,sociology,politics,or computer science. In this paper,we extend previous developments by considering a generalization of the diffusion by considering the possibility of differences in the speed of diffusion and reduction depending on the forces’ directions. In this situation,the differential speed of diffusion produces deviations from the standard solution around the average of the initial conditions in the network. In fact,this asymmetry gives rise to non-linear dynamics in which,contrary to the symmetric case,the final solution depends on the topology of the graph as well as on the distribution of the initial values. Counter-intuitively,less central nodes in the network are able to exert a higher influence on the final solution. This behavior applies also for different simulated networks such as random,small-world,and scale-free. We show an example of this kind of asymmetric diffusion process in a real case. To do so,we use a network of US Boards of Directors,where boards are the nodes and the directors working for more than one board,are the links. Changes in the proportion of women serving on each board are influenced by the gradient between adjacent boards. We also show that there is an asymmetry: the gradient is reduced at a slower (faster) rhythm if the board has less (more) women than neighboring boards. We are able to quantify the accumulated effect of this asymmetry from 2000 to 2015 in the overall proportion of women on boards,in a 4.7 percentage points (the proportion should have been an 14.61% instead of the observed 9.93% in 2015). Copyright: © 2022 Gimeno et al. This is an open access article distributed under the terms of the Creative Commons Attribution License
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    Awakenings: An authentic leadership development program to break the glass ceiling
    (MDPI AG, 2021) Martínez Martínez, Miryam; Molina López, Manuel ; Cabo, Ruth Mateos de; González Pérez, Susana; Izquierdo, Gregorio; Gabaldón, Patricia; Federación Española de Enfermedades Raras; Agencia Estatal de Investigación; Universidad San Pablo - CEU; https://ror.org/02jjdwm75
    Companies are vital agents in achieving the United Nations’ Sustainable Development Goals. One key role that businesses can play in achieving the 5th Sustainable Development Goal on gender equality is implementing training programs for their women executives so they can reach top corporate leadership positions. In this paper,we test the effectiveness of an Authentic Leadership Development (ALD) program for women executives. By interviewing 32 participants from this ALD program and building on authentic leadership theory,we find that this program lifts women participants’ self-efficacy perception,as well as their self-resolution to take control of their careers. The driver for both results is a reflective thinking process elicited during the program that leads women to abandon the stereotype of a low status role and lack of self-direction over time. Through the relational authenticity developed during the program,women participants develop leadership styles that are more congenial with their gender group,yet highly accepted by the in-group leader members,which enhances their social capital. After the program,the women participants flourished as authentic leaders,were able to activate and foster their self-esteem and social capital,and enhanced their agency in career advancement,increasing their likelihood of breaking the glass ceiling. © 2021 by the authors. Licensee MDPI,Basel,Switzerland.