Authors: Peter Horn og Benja Stig Fagerland (2007)
Category: Leadership book
Publisher: Schultz Publishing, Gyldendal Business Danmark.
ISBN: 9788760918599
«The bestselling author Peter Horn and co-author Benja Fagerland goes in this eye-opening and provocative handbook in search of the S-point - the success point - and the secret behind women's success. The book is packed with great advice and fascinating success stories. A success guide for women who want to break the glass ceiling, but who lack inspiration, tips and tricks», Gyldendal Business Denmark ((2007) translated).

FO/Framtidsorientering nr 1/2009, Instituttet for Fremtidsforskning, Copenhagen, Denmark Category: Popular Science Article
Keywords: Leadership, diversity.
Methodology: Analysis of literature (theory) and experience-based information - i.e. not empirical.
Abstract/Result/conclusion: (published in Danish and English): The financial crisis has
spoken and has shown that the number of women in corporate management has an important effect on share prices. Therefore, the financial crisis leads to a cultural revolution that now Favors female leaders, according to Professor Michel Ferrary. Other European and American researchers who have followed the financial crisis closely agree, pointing to the importance of diversity in leadership. Several management experts are now asking if it is women who must save capitalism.

Teigen, Mari; Fagerland, Benja Stig (2012); “Norwegian gender quotas are a big
success” (Original title: «Norsk kønskvotering er en stor success»), Politiken,
Danmark.
Category: Popular Science Article
Theory/Keywords: Boards, quota, gender.
Method: Analysis of literature (theory) and experience-based information – i.e. not empirical.
Result/Conclusion: The great international attention also suggests that the law hit a sore toe not only in Norway.

Original title: «Hvordan markedsføre og kommunisere til kvinder»), Markedsføringsmagasinet and Ledernytt».
Category: Popular Science Article
Theory/keywords: Management, marketing, communication.
Method: An analysis of literature (theory) and experience-based information – i.e. non empirical.
Result/Conclusion: From the childhood of consumerism have the products utilized by both
genders been developed and designed by men and tested on male clientele/patients. It has
been a social and commercial agreement that men and women in the context of consumerism was and still is the same. There has been no reason to complicate things by including «the weaker sex» in research, design, and product development. In some instances the gender imbalance proved to be directly dangerous, in others, just a commercial dead end seen in light of the fact that the female clientele makes 80% of all household purchasing decisions globally. Research mastodonts like Fraunhofer and Stanford University – and especially the EU, have the last couple of years made it clear: Research in science, medicine/health, technology, and environment gives no meaning without a basic understanding of how the “clients” consists of two sexes.

Category: Popular Science Article
Keywords: Leadership, diversity. Boards.
Methodology: Analysis of literature (theory) and experience-based information - i.e. not
empirical.
Abstract/Result/conclusion: Business prosperity and competitive advantage lies in
understanding the workings of unconscious bias. This takes humility but the advantaged for
the business will more than repay the effort. Successful board management is like a game of
football, not synchronous swimming and so having an array of talent is the key to success.
Ultimately, therefore, the issue of women on boards is not about gender but about
competences and talents.

Category: Popular Science Article
Keywords: Leadership, diversity. Boards.
Methodology: Analysis of literature (theory) and experience-based information - i.e. not
empirical.
Abstract/Result/conclusion: Business prosperity and competitive advantage lies in
understanding the workings of unconscious bias. This takes humility but the advantaged for
the business will more than repay the effort. Successful board management is like a game of
football, not synchronous swimming and so having an array of talent is the key to success.
Ultimately, therefore, the issue of women on boards is not about gender but about
competencies and talents.

Category: European Journal of Management (EJM): An academic journal published by the
International Academy of Business and Economics.
Problem definition: Introducing the Corporate Diversity Responsibility (CDR) Concept.
Keywords: Female managers, leadership behaviour, diversity, CDR, conceptual paper.
Methodology: Analysis of literature (theory) and experience-based information - i.e. not empirical. Introduction of the concept, framework and model.
Abstract/Result/conclusion: This paper draw on the research to revisit the issue of why (and how) we may still need more female managers or, simply, leadership behaviour based on female (leadership) values. On that basis, the concept of Corporate Diversity Responsibility (CDR) is introduced and discussed. Fagerland, Benja Stig og Drejer, Anders (2018): The SHEconomy movement ten years after – review and reflection, European Journal of Management volume 18, number 2.

Category: European Journal of Management (EJM): An academic journal published by the
International Academy of Business and Economics.
Problem definition: The SHEconomy movement ten years after – review and reflection.
Keywords: SHEconomy, progress, development Methodology: Analysis of literature (theory) and experience-based information - i.e. not empirical.
Abstract/Result/conclusion: The concept of SHEconomy was introduced to the public some ten years ago as a phenomenon developed initially by and in the Nordic Countries. There has been progress towards the SHEconomy movement, overall. But there is still much more to do. Now is the time to review, reflect, rethink and redouble efforts. This paper aims to review relevant writings and developments in order to provide a review and reflection on the status of the SHEconomy movement after ten years in the making.

Category: The European Journal of Management (EJM). An academic journal published by
the International Academy of Business and Economics.
Problem definition: Our paper builds upon the philosophical perspectives mainly related to
organizational form and innovative performance in the Female/Male Leadership Behaviour.
Based upon the in-depth literature review provided in this paper, we also propose the new
SHEconomy - Management 3.0 Benefit Framework of Gender Diverse Leadership for Greater Innovation, Social Responsibility, and Firm Financial Performance (which we can refer to as the SHEconomy ICF Leadership Benefit Framework or just SHEconomy ICF Framework).
Methodology: Analysis of literature (theory) and experience-based information - i.e. not empirical. Introduction of a; New model and framework.
Abstract/Result/conclusion: Overall, in conclusion, there is a tremendous amount of research and work that needs to be done to reduce the gender gap in business, politics, and other arenas to helping to make the world a better place for humankind and to protect the
sustainability of our planet.

Category: Popular Science Article
Keywords: Leadership, diversity.
Methodology: Analysis of literature (theory) and experience-based information - i.e. not empirical.
Abstract/Result/conclusion Ipsos’ Global Trends study of 22 countries shows that most people think things would be better if more women held positions of responsibility in
government and companies17. But we are still some way off achieving better representation
of women in business leadership. Only about a quarter of top management positions are filled by women globally, with little variation between regions. Talking about the ‘glass ceiling,’ the invisible roof that prevents women making it to top management, is not particularly helpful as it offers no practical solutions to the problem. Instead, we should focus on tangible obstacles – the things that get in the way of women on their path to leadership. The benefit of framing the discussion in these terms is that the barriers can be identified, mapped, circumnavigated, and ultimately removed. Only about a quarter of top management positions are filled by women globally, with little variation between regions. With this in mind, the SHEconomy team works with the concept of Corporate Diversity Responsibility (CDR). CDR builds on the concept of Corporate Social Responsibility; its aim is to achieve better utilisation of human resources within business, which will in turn lead to a more sustainable, robust organisation. CDR is not about the number of women in managerial positions, but rather how organisations encourage female leadership and indeed diversity of all sorts. Having greater diversity in leadership is a business advantage which can strengthen corporate culture and improve managerial decision making; it can produce more and wider innovation, better resilience and deeper trust within the business and among its customers and stakeholders. CDR is about how an entire corporate culture changes to achieve diverse sustainability. It’s about how companies take their female talent seriously, by focusing on what women actually want and need in 2019, rather than being guided by assumptions and stereotypical perceptions. Our hope is that CDR will be seen as a new way of looking at sustainable economic growth for business, and a means to balance organizational performance across profits, people, and planet.