hdrazkowski

Hubert
Drążkowski

Hubert joined us to work on EARHART team. He has obtained a Master's degree at faculty of Mathematics and Information Science in mathematical statistics and data science. More bio on https://www.linkedin.com/in/hubert-dr%C4%85%C5%BCkowski/

Opublikowane | Published

  • Gender board diversity across Europe throughout four decades | Nature Scientific Data

    We present a Gender Board Diversity Dataset (GBDD), which provides a cross-country perspective on women in management and supervisory boards that spans between 1985 and 2020. The data covers 43 European countries and accounts for private companies in addition to the stock-listed ones. GBBD was created using firm-level Orbis data. Our measures are based on a sample of more than 28 million unique firms observed for nearly seven years on average and reporting data about nearly 59 million individuals on management and supervisory boards. We provide the measures at the level of industry, country and year (the firm-level data is proprietary). We provide three measures. The first is the share of women among all board members in a given industry, country, and year. The second one is the average of the shares of women across firms in a given industry, country and year. We also provide a new measure: the share of firms in a given industry, country and year which report no single woman on their board(s).

     

    Replication codes | Data

    Hubert
    Drążkowski
    Joanna
    Tyrowicz
    Sebastian
    Zalas
  • The evolution of labor share in Poland. New evidence from firm-level data | Gospodarka Narodowa

    The only accessible source of financial firm-level in Poland data is database prepared by Central Statistical Office (CSO), available for only minor group of economists. Our study aim at providing to wider audience Orbis database, providing information about substantial part of Polish firms. With this data we present the evolution of labor share of value added in Poland, together with labor productivity and wages. We compare our estimates with indicators prepared by Growiec (2009) and national accounts data. We find that different data source produce differing levels of indicators, however its shapes remain similar. Furthermore we show how construct database using Orbis data and how to improve its coverage using imputation methods.

    Sebastian
    Zalas
    Hubert
    Drążkowski

W toku | Work in progress

  • Gender tokenism in corporate boardrooms in Europe

    While women constitute 25% of the board members in private European corporations, firms with no women are dominant and merely 10% of firms report more than one woman in the boardroom. We leverage new data, covering 5 million companies from 29 European countries spanning 1986-2020. Using this data, we provide novel stylized facts about the phenomenon of token women in European corporate boardrooms. We emphasize the differences between two types of situation when the corporate boardroom hosts a singular woman: the appointment of the first woman and the barriers to further rise in diversity. We thus contribute to improving our understanding of the conflict between the tokenism hypothesis and diversity spillover hypothesis.

    Hubert
    Drążkowski
    Joanna
    Tyrowicz
  • Gender board diversity spillovers and the public eye

    This study integrates corporate visibility as a crucial factor for gender board diversity spillovers. We investigate whether greater gender diversity in supervisory roles – that is, board positions legally mandated to oversee top management appointments, strategic direction, and compliance – leads to greater gender diversity in top executive positions among publicly listed and private firms in Europe. We use a novel and comprehensive dataset of approximately 1.8 million corporations from 29 advanced and emerging European countries spanning nearly four decades. We confirm positive diversity spillovers for companies which are subject to public scrutiny, such as publicly listed companies or the largest employers. Appointing a woman in a supervisory role is associated with a 5-8 percentage points higher probability of subsequently introducing female talent to the top executive team. In contrast, companies with low corporate visibility, such as private firms, do not show spillovers of gender board diversity.

    Hubert
    Drążkowski
    Joanna
    Tyrowicz
  • Implicit gender quota in European boardrooms

    Despite their economic prominence, private firms have been largely absent from research and policy discussions on board gender diversity. In this paper, we investigate whether and how private firms address board gender diversity. Relying on symbolic management and institutional theories, we posit that private firms balance external pressures for board gender diversity with the potential for symbolic compliance. Using a novel data set covering four and a half million private firms in nearly thirty European countries over the past thirty years, we find evidence of a persistent "one woman board" effect in private firms. Our methodological approaches allow us to tease out the possibility of our results being driven by a lack of women candidates. That is, our approach permits us to tease out demand vs. supply-driven reasons for the "one woman board" effect we find. We interpret this symbolic minimum threshold as a token response by private firms to the external pressures they may be under to enhance their legitimacy. As private firms remain out of the scope of regulation around board gender diversity, the implicit quota consisting of a "one woman board" we find in this study may well remain in a similar way to that in top management roles.

    Hubert
    Drążkowski
    Joanna
    Tyrowicz