title: The Righteous Mind

text:
The Righteous Mind: Why Good People are Divided by Politics and Religion is a 2012 social psychology book by Jonathan Haidt, in which the author describes human morality as it relates to politics and religion.

In the first section, Haidt demonstrates that people's beliefs are driven primarily by intuition, with reason operating mostly to justify beliefs that are intuitively obvious. In the second section, he lays out his theory that the human brain is organized to respond to several distinct types of moral violations, much like a tongue is organized to respond to different sorts of foods. In the last section, Haidt proposes that humans have an innate capacity to sometimes be "groupish" rather than "selfish".

Summary
In the first part of the book, Jonathan Haidt uses cross-sectional research to demonstrate social intuitionism, how people's beliefs come primarily from their intuitions, and rational thought often comes after to justify initial beliefs. He cites David Hume and E. O. Wilson as thinkers who gave reason a relatively low estimation, as opposed to more popular thinkers who give reason a central place in moral cognition, such as Lawrence Kohlberg and his stages of moral reasoning.

In the second portion of the book, he presents moral foundations theory, and applies it to the political beliefs of liberals, conservatives, and libertarians in the US. Haidt argues that people are too quick to denigrate other points of view without giving those views full consideration, and attempts to reach common ground between liberals and conservatives. He makes the case in the book for morality having multiple foundations (more than just harm and fairness), and said in an interview that morality "is at least six things, and probably a lot more than that" and "[religion and politics are] ... expressions of our tribal, groupish, righteous nature." In his book, he compares the six aspects that people use to establish morality and take into consideration when making judgment to six taste receptors in the mouth. These aspects of morality are defined as care/harm, fairness/cheating, loyalty/betrayal, authority/subversion, sanctity/degradation,  and liberty/oppression. He goes on to establish that Republicans and Democrats tend to focus on different morality receptors and this leads to worse political tactics and decision making. Haidt himself acknowledges that while he has been a liberal all his life, he is now more open to other points of view.

In the third part of the book, Haidt describes a hypothetical "hive switch", which turns a selfish human "chimp" into a "groupish" human "bee". He describes how cultures and organizations have techniques for getting people to identify with their groups, such as dancing, moving, and singing in unison.

Key concepts and scholars discussed
 Rationalist delusion
 Social intuitionism
 Moral foundations theory
 Jean Piaget and developmental psychology
 Moral development and works by:
Lawrence Kohlberg
 Elliot Turiel
 Richard Shweder on cultural anthropology
 Humean philosophy
 Platonic philosophy
 Glaucon and the Ring of Gyges
 Steven Pinker on human nature (The Blank Slate)
 E.O. Wilson:
 Consilience
Sociobiology: The New Synthesis
 Antonio Damasio and Descartes' Error
Howard Margolis on psychology
 Philip E. Tetlock on accountability
 Dan Ariely on Predictably Irrational
 Dan P. McAdams on personalities
 Émile Durkheim on sociology
 Charles Darwin on group selection
 Religion
 critiques by Richard Dawkins and Daniel Dennett
David Sloan Wilson and Darwin's Cathedral
 Barbara Ehrenreich and Dancing in the Streets

Reception

The book was #6 on The New York Times Best Seller list for non-fiction in April 2012.

Journalistic reception
William Saletan wrote in The New York Times in 2012 that the book is "a landmark contribution to humanity’s understanding of itself".

The book received two reviews in The Guardian: in 2012, Ian Birrell called the book a "compelling study of the morality of those on the left and right [that] reaches some surprising conclusions"; and in 2013 Nicholas Lezard wrote that he was "in the odd position of being wary of a book I am also recommending. It's entertaining, snappily written and thought-provoking. It might even help Labour win the next election. But it still doesn't explain the gang running the country at the moment [the UK Conservative Party]."

Journalist Chris Hedges wrote a review of The Righteous Mind in 2012 in which he accused Haidt of supporting social Darwinism.

Academic reviews

See also
 Big Five personality traits
 Evolutionary psychology
 Moral psychology

References

External links

 TED Talk: The Moral Roots of Liberals and Conservatives

2012 non-fiction books
Books about evolutionary psychology
Books about social psychology
Books about the politics of science
Books in political philosophy
Contemporary philosophical literature
English-language books
Moral psychology books
Political philosophy literature
Works by Jonathan Haidt
Pantheon Books books


title: Marie Blancour

text:
Marie Blancour (active 1650 – 1699), was a French painter.

She is known for only one signed work, a vase of flowers, that today is in the collection of the National Gallery, London. The art historian Sam Segal documented some notes about her work, but so far nothing else is known.

References

External links

1630s births
1690s deaths
French women painters
17th-century French women artists


title: Nalaki

text:
Nalaki () may refer to:
 Nalaki, Sistan and Baluchestan (نلكي - Nalakī)


title: Ulrike Müller (artist)

text:
Ulrike Müller (born 1971 in Brixlegg, Austria) is a contemporary visual artist. Müller is a member of the New York-based feminist genderqueer group LTTR as well as an editor of its eponymous journal. She also represented Austria at the Cairo Biennale in 2011. She is currently a professor and Co-Chair of Painting at the Milton Avery Graduate School of the Arts at Bard College in Annandale-on-Hudson, New York.

Early life
Ulrike Müller was born in 1971 in Brixlegg, Austria. From 1991–1996 Müller studied Painting at the Academy of Fine Arts Vienna, in Austria. She also studied Painting at the University of Applied Arts Vienna, Austria and attended both the Whitney Museum Independent Study Program and the PS1 Studio Program.

Career
Mülller's practice has been described as addressing contemporary feminist and Genderqueer concerns, extending from the feminist movements of the 1970s and onward. She is a member of the feminist genderqueer collective LTTR. She uses techniques of painting, performance, sculpture, publishing, geometrics, abstraction, video/audio, and textiles to explore questions of body and identity politics and interrupt and criticize the gender binaries. For instance, for her exhibition Raw/Cooked at the Brooklyn Museum in 2012, Müller invited a range of feminist and queer artists, including Nicole Eisenman, A.L. Steiner and Amy Sillman to create two-dimensional renderings of t-shirt quotes taken from the Lesbian Herstory Archives in Brooklyn.

Ulrike Müller currently teaches painting at the Milton Avery Graduate School of the Arts at Bard College. Previously, she was on the faculty for the Vermont College of Fine Arts’ low-residency MFA in Visual Arts program, and has lectured in painting/printmaking at Yale University since 2013.

Themes
Müller’s art typically uses abstraction to play with representation with the intention of combine social and individual experiences as well as to blur the connection between the artist and the viewer. She strives to disrupt traditional gender norms and suggest alternatives through her feminist lens. Müller’s paintings are largely influenced by geometric abstraction to create an intimate relationship between color and shape. Through her paintings, she examines how color and shape can express ideas of representation, identity, and body. Müller strives for radical feminism, placing her work outside the usual scope of abstract and geometric painting, creating links between form, social context, and identity.

Herstory Inventory
Herstory Inventory an exhibition in the Brooklyn Museum's series Raw/Cookedwas meant to revise and respond to the feminist work The Dinner Party by Judy Chicago in 1974–79. The Dinner Party displayed a series of photographic panels to bring recognition to minority pieces of art. Müller transformed this idea, involving feminist and queer artists to take quotations from T-Shirts from the Lesbian Herstory Archives and create 2D objects. Herstory is history written from a feminist perspective, emphasizing the role of women, or told from a woman's point of view. Raw/Cooked had a variety of results, but all involved the relationship between abstraction and representation. The project was successful in its focus on the diverse artists’ agencies.

And Then Some
And Then Some is Müller’s most recent concluded solo project with Callicoon Fine Arts. The exhibition ran from 15 September to 30 October 2016. And Then Some involved paper and oil paintings contextualized with rugs and enamel designs. Müller aimed to explore and combine the contexts of different mediums and materials. Using a wall painting the grey color of the floor, she forces viewers to question their own perception of space and objects. And Then Some explores how these perceptions of space and objects are created or suggested even without a recognized identity. Müller expands this idea to gender, expressing how different elements of objects suggest certain knowledge or identities surrounding gender. For example, there is one piece made of enamel - a typically industrial material - that acts as a mirror to the viewer, convincing them to question such ideas about the medium.

LTTR
LTTR is a feminist genderqueer collective with a flexible project oriented practice. Its aim is to celebrate different forms of feminist art and unite people together. Müller joined in 2005 and has been actively involved both as an individual and a collective artist. She helps in editing the journal and organizing different events and exhibitions. Others involved with LTTR are Ginger Brooks Takahashi, K8 Hardy and Emily Roysdon, and Lanka Tattersal.

Recognition
Müller is recognized for her efforts to revise outdated ideas of representation and expression in feminism. She is renowned for her various exhibitions that strive to give minority artists agency in their goal to break rules of patriarchy. She is also known for using her mediums to their absolute potential to build on ideas of the body and its connection to the world. The artistic public values Müller’s revisiting of modernist abstraction and how she transforms it, forcing it to represent themes of the outside world such as the gendered body. Her use of subtlety and historical revisionism allows her to reconsider art history and feminist history and how they influence and represent the modern world.

Select solo exhibitions
Container, Kunstverein für die Rheinlande und Westfahlen, Düsseldorf (2018)
And Then Some, Callicoon Fine Arts (2016)
The old expressions are with us always and there are always others, Museum Moderner Kunst Foundation Ludwig Vienna (2015)
Weather, Callicoon Fine Arts (2014)
untitled, Kunstraum Lakeside, Klagenfurt, Austria (2014)
Herstory Inventory, Brooklyn Museum (2012)
Feminism Formalism, Steinle Contemporary, Munich (2010)
Fever 013, Artpace, San Antonio (2010)
Ten in One (2004)

Select group exhibitions
57th Carnegie International, Carnegie Museum of Art Pittsburgh, PA (2018)
Trigger: Gender as a Tool and a Weapon, New Museum, New York (2017)
78th Whitney Biennial, New York, (17 March – 11 June 2017)
Dropout at Site 131, Callicoon Fine Arts (2016)
Invisible Adversaries, Hessel Museum of Art, Annandale-on-Hudson (2016)
Blackness in Abstraction, Pace Gallery, New York (2016)
Painting 2.0: Expression in the Information Age, Museum Brandhorst München (2015) and mumok Museum Moderner Kunst Stiftung Ludwig, Vienna (2016)
Always, Always, Others (2015)
Herstory Inventory: 100 Feminist Drawings by 100 Artists, Kunsthaus Bregenz (2012)
Sonic Episodes, Dia Art Foundation (2009)
Unmonumental Audio, New Museum (2008)

Select publications
 Work the Room. A Handbook on Performance Strategies. OE/b_books, 2006. (editor)
 An Idea-Driven Social Space. Ulriker Muller and Andrea Geyer. Grey Room 35, MIT Press. Cambridge. 2009.
 Fever 103, Franza, and Quilts. Dancing Foxes Press, 2012.
 Herstory Inventory. Dancing Foxes Press, 2014.
 (with Manuela Ammer:) Always, Always, Others mumok Vienna and Dancing Foxes Press, 2017

See also
Feminist art movement in the United States
Abstract art
Geometric abstraction
Herstory

References

External links
Ulrike Muller on Calicoon Fine Arts

1971 births
Living people
Feminist artists
20th-century Austrian women artists
21st-century Austrian women artists
Austrian LGBT artists
Bard College faculty
Austrian contemporary artists
Academy of Fine Arts Vienna alumni
University of Applied Arts Vienna alumni


title: Obed Barney

text:
Obed Barney was an American politician who served in the Massachusetts House of Representatives, and in the Massachusetts Senate.

Political offices
Barney was a member of the Massachusetts House of Representatives in 1843, and a member of the Massachusetts Senate from the Nantucket and Dukes County District in 1844.

Other activities

Barney married Lavinia Coffin in Nantucket on January 15, 1832.

In 1848 Barney's nephew Benjamin B. Myrick bought out a substantial lard oil business, with Barney becoming a partner in the business. The factory was destroyed by fire in 1855, but rebuilt with better equipment, and the partners sold the business in May 1857.

References

People from Nantucket, Massachusetts
Members of the Massachusetts House of Representatives
Massachusetts state senators


title: Nalaki, Sistan and Baluchestan

text:
Nalaki (, also Romanized as Nalakī) is a village in Nazil Rural District, Nukabad District, Khash County, Sistan and Baluchestan Province, Iran. At the 2006 census, its population was 27, in 9 families.

References

Populated places in Khash County


title: Theodore Katsanevas

text:
Theodore Katsanevas (; 13 March 1947 – 8 May 2021) was a Greek academic and politician. He was a member of the Greek Parliament from 1989 to 2004 for the Panhellenic Socialist Movement (PA.SO.K). In May 2013, Katsanevas founded the political party Drachmi Greek Democratic Movement Five Stars, which campaigns for Greece to abandon the euro and return to the drachma.

Biography
Katsanevas received his degree from the University of Piraeus. He obtained an MA from the University of Warwick and a PhD from the London School of Economics. He was a professor of labour economics at the University of Piraeus.

In 1981, Katsanevas was among the authors of the program for the first cabinet of Andreas Papandreou and he was first appointed to the Manpower Employment Organisation (OAED, ), then in 1985 to the state welfare agency. He was elected deputy in the second electoral district of Athens with PASOK from 1989 until 2004, when he was officially restricted from standing as a candidate by the party itself.

Economist Stavros Thomadakis called Katsanevas's 1984 book, Trade Unions in Greece "an important contribution to the systematic examination of the Greek labor union movement."

As early as 2011, Katsanevas and other Greek economists advocated for Greece to  abandon the euro and return to its former national currency, the drachma, as a response to the Greek government-debt crisis. In 2013 he went on to found Drachmi Greek Democratic Movement Five Stars, a Greek political party advocating the currency change.

Papandreou heritage

Until their divorce in 2000, Katsanevas was married to Sophia, the daughter of Andreas Papandreou, former Prime Minister of Greece. In Papandreou's will, as publicly disclosed on 13 September 1996, he described Katsanevas as a "disgrace to the family" () and said that "his aim was to politically inherit the history of struggle of Georgios Papandreou and Andreas Papandreou" (Georgios Papandreou was Andreas' father and was also a Greek Prime Minister).

Papandreou's four children objected to their father's will, in which he left his entire estate to his third wife, former flight attendant Dimitra Liani. Papandreou's relationship with Liani had been a source of controversy during his last years in public office, when his health was failing. He had placed Liani in charge of his office, and opponents of Papandreou alleged that she was overstepping the bounds of her authority and seeking to advance a political career of her own. Liani became the subject of unfavourable news media attention, including publication, by the newspaper Avriani (which for many years supported Papandreou) of old photographs that showed her naked with men and other women. These photographs were immediately denounced as a "crude photo-montage" and Liani accused Katsanevas of orchestrating the publicity against her; Papandreou supported her, seeking unsuccessfully to convince his three sons to ostracize their brother-in-law.

Katsanevas disputed the validity of the will and in 2003 won a defamation trial against Spyros Karatzaferis, publisher of a newspaper which for some time in 1998 featured, every day on the front page, a photograph of Katsanevas subtitled "Disgrace". However, the judgement in the case did not address the authenticity of the will.

As a result of this matter being described in Katsanevas' biography in the Greek Wikipedia, he brought a lawsuit against a Greek Wikipedia user and administrator known by the user name "Diu" and the Open Technologies Alliance (GFOSS), although neither has any control over the Wikipedia. The judge temporarily ordered the administrator to remove the information from Wikipedia. The administrator complied, but the information was soon replaced by another editor. The temporary court order was reversed on 1 September 2014, while the main trial was still pending. The administrator noted that the lawsuit and publicity had produced a Streisand effect and that the original Greek article was now hosted in translation on multiple Wikipedias in English, Catalan, Polish, Yakut, French, German, Dutch, Spanish, and Italian.

The Wikimedia Foundation financially supported the legal defense of the Wikipedia user subject to the defamation lawsuit in Greece. In 2018 the trial ended with Katsanevas dropping all claims.

Death
Katsanevas died on 8 May 2021, at age 74, from COVID-19 at a hospital in Athens during the COVID-19 pandemic in Greece.

Bibliography
Some selected publications:

References

External links
 Website (pages in English)
 Blog

Politicians from Athens
1947 births
2021 deaths
Alumni of the University of Warwick
Alumni of the London School of Economics
Members of the Hellenic Parliament
PASOK politicians
Academic staff of the University of Piraeus
Drachmi Greek Democratic Movement Five Stars politicians
Deaths from the COVID-19 pandemic in Greece


title: Wilmer R. Waters

text:
Wilmer "Rufe" Waters (October 4, 1914 – December 10, 1995) was a member of the Wisconsin State Assembly.

Biography
Waters was born in West Plains, Missouri. He attended Elk Mound High School in Elk Mound, Wisconsin before attending the University of Wisconsin-Eau Claire, the University of Hawaii at Manoa, and the University of Wisconsin-Madison. During World War II, he served in the United States Navy.

Political career
Waters was elected to the Assembly in 1966. He was defeated in his 1968 reelection bid by Joseph Looby, initially losing by a single vote, and after review by the circuit court, the judge declared the margin was two votes. In addition, Waters was president of the Eau Claire, Wisconsin City Council. He was a Republican.

References

People from West Plains, Missouri
People from Elk Mound, Wisconsin
Politicians from Eau Claire, Wisconsin
Republican Party members of the Wisconsin State Assembly
Wisconsin city council members
Military personnel from Wisconsin
United States Navy sailors
United States Navy personnel of World War II
University of Wisconsin–Eau Claire alumni
University of Hawaiʻi at Mānoa alumni
University of Wisconsin–Madison alumni
1914 births
1995 deaths
20th-century American politicians


title: Sar Tall, Khash

text:
Sar Tall (, also Romanized as Sartal) is a village in Nazil Rural District, Nukabad District, Khash County, Sistan and Baluchestan Province, Iran. At the 2006 census, its population was 30, in 10 families.

References

Populated places in Khash County


title: American Aquarium

text:
American Aquarium is an American alternative country band from Raleigh, North Carolina, United States.

Background
Formed in 2006, the band derived its name from the Wilco song, “I Am Trying to Break Your Heart,” and is led by band founder and lead vocalist/ guitarist BJ Barham. A new lineup was announced in April 2017 with new faces joining the ranks: Crooks drummer Joey Bybee, Damn Quails bass player Ben Hussey and guitarist Shane Boeker – all from Texas – along with Nashville pedal-steel player Adam Kurtz, who also fronts Music City's experimental Buck Owens tribute Buck N' Stuff.  Bybee left in August 2018 and was replaced by Nashville-based drummer Matty Alger, who in turn left in February 2019. Kurtz left the band after the Mile Zero fest in January 2019, and Hussey left in July 2019.

American Aquarium has released seven albums, including their most critically acclaimed album to date, 2012’s Burn. Flicker. Die.. According to American Songwriter, 'It’s a record for anyone who creates art, even if recognition and a stable living may never come of it".

Their first album, Antique Hearts, was released in 2006, followed by The Bible and the Bottle in 2008.  The band continued to tour extensively, playing around 250 shows a year. They began building a wider and more varied fan base beyond their native state.

Their sophomore effort received some critical attention, and that same year the band released the minimalist live EP Bones, recorded in a friend’s living room.  Barham wrote the songs in the wake of a break-up, helping to cement a familiar theme of women who either got away or did the protagonist wrong.  Their next album was Dances for the Lonely. Released by Last Chance Records in 2009, it featured one of their fan favorites, “I Hope He Breaks Your Heart.” Small Town Hymns, released in 2010, brought more favorable reviews and continued comparisons to Bruce Springsteen, Whiskeytown, and Lucero.

In 2012, American Aquarium released two albums: Live in Raleigh and Burn. Flicker. Die., which garnered considerable praise from music critics and fans.  Produced by Jason Isbell, formerly of Drive By Truckers, the album was originally intended to be the band’s last, but they now have no plans for retirement. Barham says,"It's kind of ironic that the record about not making it is the record that helped us make it." "Throughout, the music crackles and snarls with a raw viscerality that carries distinct echoes of the Drive-By Truckers and early-seventies Rolling Stones—boozy, swaggering closing track “Saturday Nights” even sports a signature crunch-riff that’d put a big smile on Keith Richards’ face." Burn. Flicker. Die. was nominated for "Best Americana/Roots Album” and “Best Album Artwork” in the 2013 Lone Star Music Awards.

The band released their sixth original album, Wolves, in February 2015.  The band's fans helped raise $24,000 through a Kickstarter project to help fund the album's production, and the album was recorded in Asheville, North Carolina at Echo Mountain.

On November 25, 2016, Live at Terminal West was released by the band from a live show recording in November 2015 at Terminal West in Atlanta, Georgia.

On June 1, 2018, American Aquarium released Things Change with producer John Fullbright.

On May 1, 2020, American Aquarium released Lamentations with producer Shooter Jennings. Barham wrote the lyrics by comparing Jeremiah's book of Lamentations to modern day America.

On June 17, 2022, American Aquarium made their debut at the Ryman Auditorium.

Band members

Line up change
On April 2, 2017, Barham announced a lineup change via Facebook, saying "I started American Aquarium in my college dorm room back in 2005 with the hopes of building a band to bring my songs to life,” Barham says. “Over the last 12 years I’ve played 3000+ shows with 26 different members of American Aquarium. We’ve been to 13 countries, 46 states and have recorded 9 albums under the American Aquarium name. It is with a heavy heart that I’m here to say the current lineup of American Aquarium is no more."

Current line up

As of April 2020
 BJ Barham – lead vocals, acoustic guitar (2005–present)
 Shane Boeker – electric guitar, backing vocals (2017–present)
 Rhett Huffman – organ, piano (2019–present)
 Neil Jones – pedal steel guitar (2019–present)
 Ryan Van Fleet – drums, percussion (2019–present)
 Alden Hedges – bass guitar, backing vocals (2019–present)

Discography
 Antique Hearts (2006)
 The Bible and the Bottle (2008)
 Bones (2008)
 Dances for the Lonely (Last Chance Records, 2009)
 Small Town Hymns (Last Chance Records, 2010)
 Live in Raleigh (Last Chance Records, 2012)
 Burn. Flicker. Die. (Last Chance Records, 2012)
 Wolves (Independent, 2015)
 Live at Terminal West (Independent, 2016)
 Things Change (New West Records, 2018)
 Lamentations  (New West Records, 2020) (No. 16 - US Top Country Albums; No. 133 - US Billboard 200)
 Slappers, Bangers & Certified Twangers, Vol. 1 (2021)
 Slappers, Bangers & Certified Twangers, Vol. 2 (2021)
 Chicamacomico (2022)

References

External links
Official website

Musical groups from Raleigh, North Carolina
Musical groups established in 2008


title: Seyah Darreh, Sistan and Baluchestan

text:
Seyah Darreh () is a village in Nazil Rural District, Nukabad District, Khash County, Sistan and Baluchestan Province, Iran. At the 2006 census, its population was 60, in 20 families.

References

Populated places in Khash County


title: Melilotus wolgicus

text:
Melilotus wolgicus, the Volga sweet-clover or Russian melilot, is native to Russia and Kazakhstan, where it is common in the lower Volga and Don valleys. The species is also naturalized in Manitoba and Saskatchewan, where the climate is similar to that of its native range. The plant has been discussed as a potential forage crop, as it is tolerant to cold and to drought, and reportedly more productive than M. albus.

Melilotus wolgicus is a biennial herb with a large taproot. Stems can reach a height of , frequently branching above ground. Leaves are trifoliate with ovate to lanceolate leaflets. Flowers are up to  long, white with pink veins.

References

Trifolieae
Flora of Russia
Flora of Kazakhstan
Flora of Manitoba
Flora of Saskatchewan
Flora without expected TNC conservation status


title: List of members of the Connecticut General Assembly from Norwalk

text:
This is a list of members of the Connecticut General Assembly from Norwalk, Connecticut since the founding of the settlement in 1651 to the present.

Seventeenth century

Eighteenth century

Nineteenth century

Twentieth century

Creation of districts (1967)
The January 1967 regular session was the first in which its members were elected by district.

Twenty-first century

See also
 Connecticut's 137th assembly district
 Connecticut's 138th assembly district
 Connecticut's 139th assembly district
 Connecticut's 140th assembly district
 Connecticut's 141st assembly district
 Connecticut's 142nd assembly district
 Connecticut's 145th assembly district
 Connecticut's 12th Senate district
 Connecticut's 25th Senate district
 History of Norwalk, Connecticut
 List of mayors of Norwalk, Connecticut

References

Lists of Connecticut politicians
History of Norwalk, Connecticut
Norwalk


title: X5 Group

text:
X5 Group (previously known as X5 Retail Group and commonly known as X5)  is Russia's largest food retailer. In 2012, the organization of X5-Retail Group LLC was liquidated, and in 2018 X5 Group LLC was opened.

The company operates several retail formats: convenience stores under the Pyaterochka brand, supermarkets under the Perekrestok brand and hypermarkets under the  brand, as well as the Perekrestok.ru online market, the 5Post parcel and Dostavka.Pyaterochka and Perekrestok.Bystro food delivery services.

The company's global depositary receipts are listed on the London Stock Exchange (LSE) and the Moscow Stock Exchange (MSE).

Its share of the food retail market rose up from 47th to 42nd place among the world’s Top-250 retailers in the Global Powers of Retailing 2020 and took 11th place in the Top-50 fast-growing global retailers  (according to Deloitte); it was ranked 41st among the Top 50 Global Retailers (according to Kantar Consulting).

In March 2021, after trials at 52 supermarkets, the group (in partnership with Visa and Sber) launched ‘pay with a glance’ biometrics at self-service checkout terminals in its supermarkets and convenience stores. The facial recognition payment system is expected to be expanded to 3,000 X5-owned stores by the end of 2021.

History
In 1995, the first Perekrestok store was opened in Moscow. In 1999, Pyaterochka retail chain was founded and the first store was opened in Saint Petersburg. In 2005, Pyaterochka completed an IPO on the London Stock Exchange.

X5 was founded in May 2006 after the merger of the Pyaterochka and Perekrestok retail formats. In 2008, X5 acquired the Karusel hypermarket chain.

Other major acquisitions included: 82 Paterson supermarkets (2009), more than 660 Kopeyka stores (2010), 103 Pokupochka stores in the Samara region (2014), 104 stores owned by the Rosinka Group in Southwest Russia and 100 stores owned by the Soseddushka retail chain in the Orenburg region (2015) and 99 Polushka stores in Bashkortostan (2018), as well as 85 stores Telezhka, Tverskoy kupets and Volny kupets in four regions (2019). In 2018, X5 GDRs started trading on the Moscow Exchange.

Shareholder structure
X5’s shareholder structure is as follows: CTF Holdings S.A.,47.86%; Intertrust Trustees Ltd (Axon Trust), 11.43%; X5 directors, 0.10%; treasury shares, 0.01%; shareholders with less than 3%, 40.60%.

Dividend policy
In 2017, the Company approved its dividend policy.

The key principles of the dividend policy are as follows:

1) The dividend policy sets a target payout ratio of at least 25% of X5 Retail Group’s consolidated IFRS net profit, provided that the Company’s financial position allows for it.

2) When considering a dividend proposal to the General Meeting of Shareholders, the Supervisory Board will be guided by a target consolidated net debt/EBITDA ratio of below 2.0x, in line with the Company’s financing strategy.
The ultimate decision on payment of dividends will always be subject to approval of the General Meeting of Shareholders.

2017 dividends amounted to RUB 21.6 bn and 2018 dividends amounted to RUB 25 bn, whereas the planned figure for 2019 is RUB 30 bn.

Management
In 2012, Stephan DuCharme was appointed the Company’s CEO and the Chairman of the Management Board.

In 2015,  was appointed as the Company’s CEO and Stephan DuCharme appointed as the Chairman of Supervisory Board.

Offline-retail formats
Each of the Company’s brands offers a unique customer value proposition and targets key parts of the Russian consumer population. This multifaceted strategy enables X5 Retail Group to capture a significant portion of the growth that is forecast for each of the three largest segments of Russia’s food retail market.

Pyaterochka

Pyaterochka is a retail chain of proximity food stores.

Pyaterochka launched a new store refurbishment program in 2019. The new Pyaterochka will offer almost twice as many fresh products in a selling area of around 150 sq m, which is about half of the sales floor. Vegetables, fruits and some of the perishable items are laid out in the dedicated fresh zone. On top of that, the rebranded Pyaterochka sells a wide assortment of foods to go and ready-to-eat meals and has a special area where customers can have coffee or fresh orange juice and charge their gadgets. An in-house bakery made it possible to expand the offering of bread and pastry.

In 2019, the Pyaterochka retail chain consisted of 15,354 stores with a turnover of RUB 1.37 trn.

Perekrestok

Perekrestok is a retail chain of food supermarkets.

In May 2019, Russia’s biggest and most up-to-date smart kitchen was launched for producing semi-prepared foods for stores, allowing a 2.5-fold increase in the ready-to-eat and ready-to-cook range under the Perekrestok Chef brand in the company’s supermarkets and also boosted quality.

In February 2020 Perekrestok has begun the roll-out of new store concept. Among the highlights of the new concept are updated interior and exterior designs, and a selection of new services offered in-store. The new Perekrestok concept is designed to meet the needs of today's customers, including frequent purchases of ready-to-eat and ready-to-go products. About 50% of the selling space will be dedicated to fresh categories (fruits, vegetables, dairy products, cheese, deli meats, as well as fresh fish and meat) or salad bars, bakeries and cafés. A special area will be focused on the health foods category.

Perekrestok is Russia’s largest supermarket chain, consisting, at 2019 closing, of 852 supermarkets with a turnover of RUB 273 bn.

Karusel
Karusel is a retail chain of food hypermarkets.

In 2019, Х5 Retail Group announced its decision to transform the Karusel hypermarket chain within two years:
- 34 stores to become large format supermarkets managed by the  Perekrestok retail chain by the beginning of 2021;
- 20 stores to close by 2022;
- 37 hypermarkets to continue operating under the Karusel brand.

At the close of 2019, the Karusel retail chain had 91 hypermarkets with a turnover of RUB 87 bn.

Chizhik
In October 2020, X5 Group launched a new hard discounter “Chizhik” in Moscow and in Balashikha with expectations of its federal expansion. A year after, 27 Chizhik hard discounters were opened in Moscow and in Moscow Oblast with 70 expected, in regions as well, by the end of the year 2021. In 2022, X5 Group announced 3000 Chizhik stores to be opened in 3 years, despite so called “cannibalization” which means audience loss in other stores of X5 group, attracted by Chizhik.

Online retail and services
In addition to the retail chains, X5 Retail Group manages the Perekrestok.ru online supermarket and the Dostavka.Pyaterochka and Perekrestok.Bystro food and 5Post parcel delivery services.

Perekrestok.ru
In 2017, the Perekrestok.ru online store was introduced in Moscow and, in October 2018, in St Petersburg.

A dark store combines features of a traditional store and a warehouse: it is not intended for making purchases but the merchandising display is similar to that of a store. In contrast to a traditional warehouse, a dark store services online orders and goods are displayed individually.

As of 31 December 2019, the online supermarket had two dark stores in Moscow and one dark store in St Petersburg.

Food delivery services
The Dostavka.Pyaterochka express delivery service was launched in 2019; orders are collected at Pyaterochka stores. For the project, the company developed its own software covering all the project’s operational and auxiliary processes. The IT system is integrated into the Х5 Retail Group infrastructure, allowing new stores to be hooked up to the service in just a few hours and goods balances to be monitored virtually in real time. There is a patented system operating for collecting orders at a store; this cuts assembly time considerably and optimises staff work. As of April 2020, the service was live in Moscow, Skhodnya, Lyubertsy and Kazan.

The Perekrestok.Bystro express delivery service was started up in 2020, with orders being collected at Perekrestok supermarkets. The software is similar to the IT system used by the Dostavka.Pyaterochka service. As of April 2020, the service was operating in Moscow.

5Post
5Post is a subdivision of X5 Retail Group, a developing service for delivering orders from online stores and marketplaces to the company’s stores. In the summer of 2018, the subdivision started opening the first lockers and order collection points.

In June 2019, X5 Retail Group and the Unitrade customs broker developed an end-to-end service for foreign online stores. Partners pick up orders from the online store warehouses in China, bring them to Russia, clear them through customs and deliver them to the X5 distribution centre in Novosibirsk. Then 5Post delivers the parcels to stores.

At the end of 2019, 5Post was managing 12 sorting facilities at Х5 Retail Group distribution centres and 8,000 postamats and order collection points. During 2019, over five million parcels were delivered to clients.

Activities

The company’s market position
The company’s market share by revenues at the close of 2019 was 11.5%. The closest competitor was Magnit, with a food retail market share of 7.6% (together with non-food and non-retail business – 9.6%).

Operational and financial results
As of 31 December 2019, the Company operated 16,297 stores, including 15,354 Pyaterochka proximity stores, 852 Perekrestok supermarkets and 91 Karusel hypermarkets, the Perekrestok.ru online supermarket (two dark stores in Moscow and one dark store in St Petersburg) and the 5Post delivery service for online store and marketplace orders (8,000 postamats and order collection points).

Partnership projects
In 2013, X5 Retail Group kicked off a programme to attract sublessees, and by the end of 2017, over 29,000 retail outlets were opened in X5 stores by 5,500 private enterprises. With 5,000 sublessees, Pyaterochka leads the way in the number of partners accounting for over 8% of its total selling space. More than 3,000 of them are farmers and small and medium-sized enterprises selling food and children’s goods and providing everyday services near the cash desks outside Pyaterochka’s shopping area or inside as a shop-in-shop.

In April 2017, X5 Retail Group launched a cooperation project with the Central Union of Consumer Societies of the Russian Federation (Centrosoyuz). The COOP-Pyaterochka format has the potential to add up to 1,000 stores over a three-year period. The parties have also agreed to open up to 5,000 Pyaterocka-based shop-in-shop corners by 2021 to sell farmers’ and consumer cooperatives’ products.

In November 2021, X5 Group and Alfa-Bank launched joint financial service “X5 Bank”, 49,99% each held by the retailer and by the bank with 0,02% owned by “Alfa Investments”. X5 Bank is a part of X5 Group strategy to be represented at every step of customer journey from product to purchase.

IT and innovations
Х5 entered the innovations market in 2017: by July 2019, Х5 innovations had drawn in over 800 start-ups. Four hundred solutions underwent thorough assessment by business experts and some of them progressed to the business modelling phase. More than 100 start-ups advanced to the prototype/pilot phase and 14 projects were implemented. Х5 considers technological solutions for four key retail spheres: customer experience, operations in stores, supply chain and back office. Х5 is focusing particularly on smart shelving projects, flexible pricing systems, robotisation, automation of quality and freshness control for foodstuffs, and goods tracking.

In June 2017, X5 Retail Group and the Internet Initiatives Development Fund (IIDF) launched a specialised retail accelerator, with the Petrovich and Sportmaster chains among its partners. Start-up companies joining the IIDF accelerator programme are able not only to attract from RUB 2 mn to RUB 25 mn of investments from the fund, but also to get advice from X5 experts and test their business ideas on X5’s anonymised database of over 3 bn purchases.

In May 2018, X5 and Innopolis University launched joint work on scientific research projects, in particular on a pilot store for the future project. In March 2019, X5 became a resident of the Innopolis Special Economic Zone and opened an X5 Development Centre.

In October 2018, Х5 Retail Group opened a laboratory store at a Pyaterochka proximity store for testing the possibility of introducing new technologies. At the store, technologies for ESL, video analysis, smart shelves, digital information panels, self-scanning and payment scenarios, and other smart store technologies are all being tested under "field conditions". In November 2019, a second laboratory store was opened at a Perekrestok supermarket.

In June 2019, X5 Retail Group, together with the Israel-Russia Chamber of Commerce (IRCC), launched the X5 Retail-Tech Challenge start-up competition. In July 2019, X5 started selecting start-ups from Estonia, Latvia and Lithuania. In October 2019, X5 Retail Group summed up the results of a competition of start-ups held jointly with the Spanish Institute for Foreign Trade (ICEX).

In July 2019, the Sberbank venture fund, Fort Ross Ventures and X5 Retail Group signed an agreement on strategic partnership in innovation, exchange of technologies and looking for start-ups. In December that year, X5 Retail Group and start-up accelerator Orange Fab started a joint programme for seeking and introducing innovations in Russia.

In April 2019, X5 launched a digital parcel delivery platform. The solution used information systems to bring together postamats, sorting facility and warehouse equipment. For deliveries within Russia, online stores and marketplaces deliver to the X5 distribution centres, while the retailer picks up cross-border deliveries at the Customs. The platform has a capacity of up to one million dispatches a day.

In November 2017, X5 introduced machine learning to bolster targeted marketing at the Perekrestok supermarket chain, and developed personalised offers for all members of the Perekrestok Club loyalty program.

In December 2017, Mail.Ru Group and X5 launched a partnership in online advertising targeting and assessing its impact on offline sales in certain stores. MyTarget platform clients gain access to X5’s anonymised data on consumer behaviour with a view to enhancing the accuracy of ad targeting and linking ad impression data with sales performance at the Pyaterochka, Perekrestok and Karusel chains.

In June 2018, X5 started implementing video analytics and computer vision technology based on neural networks and artificial intelligence. It speeds up control of store layouts and the number of products on shelves by a factor of ten, and reduces the number of people leaving the store without a purchase and shrinkage levels by 10% and 20%, respectively.

In May 2018, X5 successfully completed a large-scale project to automate the processes of demand and replenishment planning at both stores and at Perekrestok and Karusel distribution centres. To this end, the Company redesigned its core logistics, marketing and sales processes, and introduced an end-to-end system of supply chain management, boosting forecast accuracy by 17% and increasing on-shelf availability of products by 5%. The Company also reduced inventory levels by 13%.

In May 2018, X5 introduced automated detailed planogramming for hypermarkets. It factors in store equipment characteristics, customer preferences, historical data on inventory turnover by type of product, assortment by category, packaging size and type, etc. After three months of its use, the system boosted sales by up to 10.5% in some categories.

In the summer of 2019, X5 Retail Group started producing self-service cash registers. The company developed the device and the software itself: the machines are equipped with a multi touch screen, 2D barcode scanner, stereo speakers, a microphone for audio apps and voice services, and a 3D camera. At the second stage, X5 added a goods weighing platform and there are plans for a rapid payment system using QR codes and Face ID technology.

In February 2018, X5 launched an online service that helps real estate owners to calculate the average rent at any location where Pyaterochka has a presence. The service also enables landlords to offer premises or a property for lease or sale instantly, if the property meets all the criteria for store opening, or offer a land plot for building a store.

Logistics
X5 started implementing its logistics separation strategy in 2013, with a view to splitting product flows for convenience stores, on the one hand, and supermarkets and hypermarkets, on the other hand.

As of 31 December 2019, X5 Retail Group operated 42 distribution centres spanning 1.2 million sq m, including 31 centres catering to Pyaterochka and 11 centres serving the super- and hypermarket formats (Perekrestok and Karusel).

As of 31 December 2019, X5’s fleet comprises 4,124 owned trucks.

References

External links

Food retailers
Retail companies of Russia
Retail companies established in 2006
Companies listed on the London Stock Exchange
Companies listed on the Moscow Exchange
Food and drink companies based in Moscow


title: Operation Golding

text:
Operation Golding is the codename that has been given to the ongoing investigation of alleged phone hacking at the newspapers published by Mirror Group Newspapers (part of Trinity Mirror plc), specifically the Daily Mirror and Sunday Mirror. The investigation flows from other investigations including Operation Weeting (which is looking into the affairs surrounding phone hacking at the News of the World) and Operation Elveden (which is looking into payments to police by journalists).

By February 2014, six former journalists have been interviewed as part of the investigation including Piers Morgan, former editor of the Daily Mirror, who was interviewed in February 2014.

References

Golding
Reach plc


title: Lola T140

text:
The Lola T140 was an open-wheel formula race car, designed, developed and built by Lola Cars, for Formula 5000 racing, in 1968.

References

T140
Formula 5000 cars


title: Cooper T88

text:
The Cooper T88 was an open-wheel formula racing car, designed, developed and built by British manufacturer and constructor Cooper, for the SCCA's Formula C category, in 1968. It was closely based on the Cooper T86 Formula One car.  It was colloquially referred to as the Cooper-BRM, due to the  BRM four-cylinder engine that powered it. It was driven by Peter Rehl, and was later converted to a Formula B car, where it was powered by a  naturally-aspirated Ford Twin Cam four-cylinder engine, tuned by Cosworth, to produce between . Rehl finished the 1968 season in fourth place, scoring 24 points.

References

External links

Cooper racing cars
Open wheel racing cars


title: Leslie R. Stevenson

text:
Leslie Roy Stevenson (July 31, 1915 – November 24, 1981) was a member of the Wisconsin State Assembly.

Biography
Stevenson was born on July 31, 1915, in Marinette, Wisconsin. He attended Jordan College and the University of Wisconsin–Madison. During World War II, he served with the United States Army Corps of Engineers in the European Theater of Operations United States Army. He died on November 24, 1981.

Political career
Stevenson was elected to the Assembly in 1965. Previously, he was president of the Marinette, Wisconsin City Council from 1958 to 1961. He was a Democrat.

References

External links

People from Marinette, Wisconsin
Democratic Party members of the Wisconsin State Assembly
Wisconsin city council members
Military personnel from Wisconsin
United States Army Corps of Engineers personnel
United States Army soldiers
United States Army personnel of World War II
University of Wisconsin–Madison alumni
1915 births
1981 deaths
20th-century American politicians


title: Carlo Lastimosa

text:
Carlo Dan Lastimosa (born September 3, 1990) is a Filipino professional basketball player for Imus SV Squad of the Maharlika Pilipinas Basketball League (MPBL). He was drafted 20th overall by the Barako Bull in the 2013 PBA draft.

Early life
Lastimosa comes from a family of basketball players. He's the son of former PABL player Danny Lastimosa, brother of the former captain of the UST women's volleyball team, Pamela Lastimosa, and nephew of PBA Legend and three-time Mythical Team awardee, Jojo Lastimosa. It was only natural then that the younger Lastimosa started playing basketball at the young age of five in their family's residence in the city of Cagayan de Oro. Watching his uncle Jolas play professional basketball was a very big influence for Carlo to opt to make a career out of the sport later on and develop an ambition of following his uncle's footsteps by making it good in the PBA someday.

When he was young, he joined a MILO Best Training Center courtesy of his father. Jolas also trained him by teaching him certain slashing drills. He then joined the varsity team of Xavier University - Ateneo de Cagayan during his high school years, where he quickly became a subject of interest in the local basketball scene. He eventually participated in the Jesuits Athletic Meet, a basketball event between different Philippine Jesuit schools, back in 2007.

College career

It was during his stint at the Jesuit Athletic Meet in CDO first got the eyes of the scouts for his talent on the hard court. He was later then recruited by the Ateneo Blue Eagles Glory Be Team but was later released due to academic reasons. Jose Rizal University was willing to absorb him but he opted out and began in trying out to other schools. He was then part of the College of St. Benilde of the NCAA and played there for two seasons. He chose Hotel and Restaurant Management as his course. He chose #6 as his jersey number, the number Jolas had worn and gotten retired in his PBA career.

In his rookie debut, Lastimosa had 13 points in a win over the Arellano Chiefs. In a loss to JRU, he had 19 points, five assists, two steals and two rebounds, but only scored a single point in the fourth quarter. He then had 20 points against the San Sebastian Stags, but fouled out of that game and CSB lost. In a close loss to the Mapúa Cardinals, he scored 21 points, including a three-pointer that sent the game into overtime, but couldn't score in overtime and also had five turnovers in that extra period. CSB ended the first round of eliminations with a win over the Perpetual Help Altas in which he scored 21 points. In a second round loss to the San Beda Red Lions, he scored 26 points. He was able to help CSB get a win over the EAC Generals with his 19 points. That season, he won Rookie of the Year.

Lastimosa missed the start of Season 87 due to a throat infection. In a loss to San Sebastian, he scored 20 points. In a loss to San Beda, he had 19 points, but missed what could have been the game-winning floater. He scored a season-high 30 points in a win over JRU. Halfway through the season, he left the team due to a misunderstanding on school policy between his family and the school management. He then returned at the end of the season.

Lastimosa started CSB's Season 88 campaign with a win by scoring 10 points in the fourth quarter. In a loss to San Beda, he scored 21 points. He followed that with 22 points in a loss to San Sebastian. At the end of their season, he announced that he would not return to CSB.

Professional career

Barako Bull Energy (2013–2015)

He was drafted 20th overall by Barako Bull in the 2013 PBA draft. In his professional debut, during the final moments of Barako Bull’s 2013–14 PBA Philippine Cup game against Air21, he was hit right in the face by Wynne Arboleda shortly after stripping the ball off the veteran Express guard. In a win over the GlobalPort Batang Pier, he scored 12 points and hit a clutch three-pointer. He had 11 points in a loss to the Alaska Aces, which gave Barako a record of 5–9 and with a higher quotient, the sixth seed. In the Commissioner's Cup, he took on more responsibility as Barako traded away lead guard Jonas Villanueva. He scored 10 points in a win over the Meralco Bolts, then scored another 10 points in a loss to Air21.

In a loss to the San Miguel Beermen during the 2014–15 Philippine Cup, Lastimosa scored 12 points. In a win over the Blackwater Elite, he scored 16 points. He scored 16 points again in a loss to the Talk 'N Text Tropang Texters during the Commissioner's Cup. In the Governors' Cup, he scored a season-high 18 points.

Blackwater Elite (2015–2016)

On July 2, 2015, Carlo Lastimosa was traded by the Barako Bull Energy to Blackwater Elite in exchange for Brian Heruela. Lastimosa's arrival at Blackwater earned him a starting spot, owing to lack of pure scorers in the team. On December 11, 2015, he scored his career-high 38 points, while making 14 out of 20 field goal attempts (5 out of 8 from beyond the arc).

NLEX Road Warriors (2016–2017)
On October 26, 2016, he was traded by the Blackwater Elite to the NLEX Road Warriors in exchange for James Forrester and 2016 2nd round pick.

PBA career statistics

Correct as of September 18, 2016

Season-by-season averages

|-
| align=left |
| align=left | Barako Bull
| 28 || 14.5 || .359 || .250 || .660 || 1.9 || 1.3 || .5 || .1 || 5.1
|-
| align=left |
| align=left | Barako Bull
| 32 || 12.2 ||.434 || .357 || .528 || 1.1 || .6 || .3 || .0 || 6.9
|-
| align=left |
| align=left | Blackwater
| 34 ||	26.2 || .436 || .316 || .642 || 3.1 || 2.4 ||	.6 ||	.1 ||	18.0
|-class=sortbottom
| align=center colspan=2 | Career
| 94 || 17.9 || .423 || .312 || .622 || 2.1 ||	1.5 ||	.5 ||	.1 ||	10.4

References

1990 births
Living people
Barako Bull Energy draft picks
Barako Bull Energy players
Basketball players from Misamis Oriental
Benilde Blazers basketball players
Blackwater Bossing players
Filipino men's basketball players
Maharlika Pilipinas Basketball League players
NLEX Road Warriors players
Philippine Basketball Association All-Stars
Shooting guards
Sportspeople from Cagayan de Oro
Terrafirma Dyip players


The 2005 Melanesian Championships in Athletics took place between April 22–24, 2005. The event was held at the Sir Ignatius Kilage Stadium in Lae, Papua New Guinea, in conjunction with the Papua New Guinea National Athletics Championships.  Detailed reports were given for the OAA.

A total of 31 events were contested, 18 by men and 13 by women.

Medal summary
Medal winners and their results were published on the Athletics Weekly webpage.  Complete results can be found on the Athletics Papua New Guinea and for the first two days on the Oceania Athletics Association webpages.

Men

Women

Medal table (unofficial)

References

Melanesian Championships in Athletics
Athletics in Papua New Guinea
International sports competitions hosted by Papua New Guinea
Melanesian Championships
2005 in Papua New Guinean sport
April 2005 sports events in Oceania


title: 2014 VMI Keydets baseball team

text:
The 2014 VMI Keydets baseball team represented the Virginia Military Institute during the 2014 NCAA Division I baseball season. The Keydets played their final season as a member of the Big South Conference, as they returned to the Southern Conference in 2014–15. VMI was led by 11th-year head coach Marlin Ikenberry, and they play their home games out of Gray–Minor Stadium.

On February 21, 2014, VMI junior starting pitcher Reed Garrett threw a no-hitter against Lafayette in a 3–0 win. Garrett struck out 13 batters, including 5 of the final 6, in what was the first regular season no-hitter in Gray–Minor Stadium history, and only the second overall.

VMI ended the year with a 25–23 overall mark, and 11–16 in conference play, missing out on the Big South tournament for the third straight year.

Personnel

Returning Starters

Roster

2014 VMI Keydets Baseball Roster

Coaching staff

Schedule

! style="background:#FFF; color:#000000"| Regular season
|-

|- bgcolor="#ffbbbb"
| February 14 || @  || Brooks Field ||  3–5 || R. Holden (1-0) || R. Ellis (0-1) || W. Prince (1) || 2,114 || 0–1 || –
|- bgcolor="#ffbbbb"
| February 15 || vs. #1 Virginia || Brooks Field || 0–12 || N. Kirby (1–0) || C. Bach (0–1) ||  || - || 0–2 || –
|- bgcolor="#bbffbb"
| February 16 || vs. Kentucky  || Brooks Field || 10–9 || T. Thomas (1–0) || Z. Strecker (0–1) ||  || - || 1–2 || –
|- bgcolor="#ffffff"
| February 19 || @  || Malcolm U. Pitt Field || colspan=7| Postponed (rain) Rescheduled for April 15
|- bgcolor="#bbffbb"
| February 21 ||  || Gray–Minor Stadium || 3–0 || R. Garrett (1–0) || C. Ortolf (0–1) ||  || 219 || 2–2 || –
|- bgcolor="#bbffbb"
| February 22 || Lafayette || Gray–Minor Stadium || 10–3 || C. Bach (1–1) || A. Farina (0–1) ||  || 298 || 3–2 || –
|- bgcolor="#bbffbb"
| February 23 || Lafayette || Gray–Minor Stadium || 3–1 || A. Woods (1–0) || T. Schwartz (0–1) || T. Thomas (1) || 187 || 4–2 || –
|- bgcolor="#bbffbb"
| February 25 || @ #1 Virginia || Davenport Field || 3–2 || C. Henkel (1–0) || W. Mayberry (0–1) || T. Edens (1) || 2,689 || 5–2 || –
|- bgcolor="#bbffbb"
| February 28 || Buffalo || Gray–Minor Stadium || 2–0 || R. Garrett (2–0) || M. McGee (1–1) || T. Thomas (2) || 119 || 6–2 || –
|-

|- bgcolor="#bbffbb"
| March 1|| || Gray–Minor Stadium || 17–0 || A. Woods (2–0) || J. Stinnett (0–2) ||  || 191 || 7–2 || –
|- bgcolor="#ffbbbb"
| March 1 || Buffalo || Gray–Minor Stadium || 5–6 || A. Magovney (2–0) || C. Bach (1–2) ||  || 122 || 7–3 || –
|- bgcolor="#ffbbbb"
| March 5 || @  || Wake Forest Baseball Park || 3–9 || C. Johnstone (1–0) || C. Henkel (1–1) ||  || 127 || 7–4 || –
|- bgcolor="#ffbbbb"
| March 8 ||  || Gray–Minor Stadium || 2–10 || J. Rogalla (2–1) || R. Garrett (2–1) || || 166 || 7–5 || –
|- bgcolor="#bbffbb"
| March 8 || Binghamton || Gray–Minor Stadium || 4–2 || B. Hawkins (1–0) || J. Cryts (1–2) || T. Thomas (3) || 154 || 8–5 || –
|- bgcolor="#bbffbb"
| March 9 || Binghamton || Gray–Minor Stadium || 4–1 || A. Woods (3–0) || M. Kaufman (1–1) || C. Henkel (1) || 188 || 9–5 || –
|- bgcolor="#ffbbbb"
| March 11 || @ Old Dominion || Bud Metheny Baseball Complex || 4–5 || G. Tomchick (1–0) || C. Henkel (1–2) || B. Gero (6) || 752 || 9–6 || –
|- bgcolor="#ffbbbb"
| March 12 || @ Old Dominion || Bud MethenyBaseball Complex || 5–15 || T. Bishop (1–0) || R. Bennett (0–1) || || 350 || 9–7 || –
|- bgcolor="#ffbbbb"
| March 14 ||  || Gray–Minor Stadium || 1–6 || M. Boyle (1–2) || R. Garrett (2–2) ||  || 133 || 9–8 || 0–1
|- bgcolor="#ffbbbb"
| March 15 || Radford || Gray–Minor Stadium || 1–5 || R. Meisinger (2–0) || C. Bach (1–3) ||  || 190 || 9–9 || 0–2
|- bgcolor="#bbffbb"
| March 15 || Radford || Gray–Minor Stadium || 9–8 || T. Thomas (2–0) || N. Andrews (1–3) ||  || 177 || 10–9 || 1–2
|- bgcolor="#bbffbb"
| March 21 ||  || Gray–Minor Stadium || 15–2 || R. Garrett (3–2) || B. Dees (4–2) ||  || 199 || 11–9 || 2–2
|- bgcolor="#bbffbb"
| March 22 || Presbyterian || Gray–Minor Stadium || 6–5 || C. Bach (2–3) || C. Knox (4–2) || T. Edens (2) || 213 || 12–9 || 3–2
|- bgcolor="#bbffbb"
| March 23 || Presbyterian || Gray–Minor Stadium || 5–4 || A. Woods (4–0) || A. Lesiak (0–2) || J. Kelley (1) || 102 || 13–9 || 4–2
|- bgcolor="#ffffff"
| March 25 || @   || Plumeri Park || colspan=7| Cancelled
|- bgcolor="#bbffbb"
| March 28 || @  || John Henry Moss Stadium || 9–3 || R. Garrett (4–2) || M. Fraudin (1–3) ||  || 120 || 14–9 || 5–2
|- bgcolor="#ffbbbb"
| March 29 || @ Gardner–Webb || John Henry Moss Stadium || 2–5 || A. Barnett (4–1) || C. Bach (2–4) || B. Haymes (1) || 75 || 14–10 || 5–3
|- bgcolor="#bbffbb"
| March 30 || @ Gardner–Webb || John Henry Moss Stadium || 6–2 || A. Woods (5–0) || E. Heiligenstadt (1–4) || B. Hawkins (1) || 120 || 15–10 || 6–3
|-

|- bgcolor="#bbffbb"
|April 2 || @ VCU || The Diamond || 8–6 (12) || B. Lafin (1–0) || M. Lees (4–2) ||  || 960 || 16–10 || –
|- bgcolor="#ffbbbb"
|April 4 || @  || Liberty Baseball Stadium || 0–5 || T. Lambert (7–1) || R. Garrett (4–3) ||  || 2,792 || 16–11 || 6–4
|- bgcolor="#ffbbbb"
|April 5 || @ Liberty || Liberty Baseball Stadium || 0–4 || C. Herndon (5–1) || C. Bach (2–5) ||  || 1,459 || 16–12 || 6–5
|- bgcolor="#ffbbbb"
|April 6 || @ Liberty || Liberty Baseball Stadium || 0–17 || P. Bean (5–1) || A. Woods (5–1) ||  || 901 || 16–13 || 6–6
|- bgcolor="#bbffbb"
|April 8 || William & Mary || Gray–Minor Stadium || 5–1 || R. Bennett (1–1) || A. Fernandez (2–2) ||  || 149 || 17–13 || –
|- bgcolor="#bbffbb"
|April 9 || Richmond || Gray–Minor Stadium || 4–2 || T. Edens (1–0) || R. Harron (2–1) || R. Ellis (1) || 111 || 18–13 || –
|- bgcolor="#ffbbbb"
|April 11 || @  || Williard Baseball Stadium || 1–2 || C. Lourey (4–0) || R. Garrett (4–4) || J. Maloney (7) || 487 || 18–14 || 6–7
|- bgcolor="#bbffbb"
|April 12 || @ High Point || Williard Baseball Stadium || 4–3 || T. Edens (2–0) || M. Krumm (3–5) || B. Hawkins (2) || 522 || 19–14 || 7–7
|- bgcolor="#bbffbb"
|April 13 || @ High Point || Williard Baseball Stadium || 4–2 (16) || M. McQuaig (1–0) || J. Maloney (2–3) ||  || 512 || 20–14 || 8–7
|- bgcolor="#ffffff"
|April 15 || @ Richmond || Malcolm U. Pitt Field || colspan=7| Cancelled
|- bgcolor="#bbffbb"
|April 17 ||  || Gray–Minor Stadium || 3–1 || R. Garrett (5–4) || M. Kuebbing (1–3) ||  || 129 || 21–14 || 9–7
|- bgcolor="#ffbbbb"
|April 18 || Longwood || Gray–Minor Stadium || 4–6 || B. Vick (4–4) || C. Bach (2–6) || A. Myers (1) || 239 || 21–15 || 9–8
|- bgcolor="#ffbbbb"
|April 19 || Longwood || Gray–Minor Stadium || 0–3 || A. Myers (5–3) || A. Woods (5–2) || S. Burkett (1) || 202 || 21–16 || 9–9
|- bgcolor="#bbffbb"
|April 22 || @ James Madison || Veterans Memorial Park || 6–1 || C. Henkel (2–2)  || D. Horne (0–1) ||  || 623 || 22–16 || –
|- bgcolor="#ffbbbb"
|April 25 || @  || Winthrop Ballpark || 0–1 || S. Kmeic (5–3) || R. Garrett (5–5) ||  || 257 || 22–17 || 9–10
|- bgcolor="#ffbbbb"
|April 26 || @ Winthrop|| Winthrop Ballpark || 3–6 || T. Shelley (2–1) || R. Ellis (0–2) ||  || 473 || 22–18 || 9–11
|- bgcolor="#ffbbbb"
|April 27 || @ Winthrop || Winthrop Ballpark || 2–3 || J. Strain (6–4) || R. Ellis (0–3) ||  || 398 || 22–19 || 9–12
|- bgcolor="#ffffff"
|April 30 || VCU || Gray–Minor Stadium || colspan=7| Cancelled
|-

|- bgcolor="#ffbbbb"
|May 9 ||  || Gray–Minor Stadium || 2–6 || H. Bowers (8–2) || R. Garrett (5–6) || R. Thompson (13) || 237 || 22–20 || 9–13
|- bgcolor="#ffbbbb"
|May 10 || Campbell || Gray–Minor Stadium || 2–3 || B. Thorson (3–5) || J. Kelley (1–1) || R. Thompson (14) || 296 || 22–21 || 9–14
|- bgcolor="#ffbbbb"
|May 11 || Campbell || Gray–Minor Stadium || 6–7 (10) || R. Thompson (5–2) || C. Henkel (2–3) ||  || 237 || 22–22 || 9–15
|- bgcolor="#bbffbb"
|May 13 || Old Dominion || Gray–Minor Stadium || 4–3 || T. Edens (3–0) || R. Yarbrough (5–6) || B. Hawkins (3) || 119 || 23–22 || –
|- bgcolor="#bbffbb"
|May 15 ||  || Gray–Minor Stadium || 7–6 || R. Garrett (6–6) || T. Schroff (5–3) || B. Hawkins (4) || 263 || 24–22 || 10–15
|- bgcolor="#ffbbbb"
|May 16 || Charleston Southern || Gray–Minor Stadium || 2–11 || A. Tomasovich (7–2) || C. Bach (2–7) ||  || 241 || 24–23 || 10–16
|- bgcolor="#bbffbb"
|May 17 || Charleston Southern || Gray–Minor Stadium || 4–3 || A. Weekley (2–6) || B. Hawkins (2–0) ||  || 219 || 25–23 || 11–16
|-

References
Specific

General
2014 VMI Baseball schedule
2014 VMI Baseball roster

VMI
VMI Keydets baseball seasons
VMI


The 1998 World Allround Speed Skating Championships were held on 13–15 March 1998 in the Thialf stadium in Heerenveen, Netherlands.

Gunda Niemann-Stirnemann and Ids Postma were the world title holders from the previous year and successfully defended their titles. It was Niemann-Stirnemann's seventh all-round world title.

Allround results

Men

Women

bold signifies championship record.

References

External links
Results on SpeedSkatingNews

1998 World Allround
World Allround Speed Skating Championships
World Allround, 1998


Gender representation on corporate boards of directors refers to the proportion of men and women who occupy board member positions. To measure gender diversity on corporate boards, studies often use the percentage of women holding corporate board seats and the percentage of companies with at least one woman on their board. Globally, men occupy more board seats than women. , women held 20.8% of the board seats on Russell 1000 companies (up from 17.9% in 2015). Most percentages for gender representation on corporate boards refer only to public company boards. Private companies are not required to disclose information on their board of directors, so the data is less available.

The reasons behind the disproportionate gender ratio of directors is a subject of much debate. A survey of more than 4000 directors found that male directors over the age of 55 cited a lack of qualified female candidates as the main reason behind the stagnant number of female directors. In contrast, in the same study, female directors and younger male directors considered the male-dominated networking that often led to the appointment of directors to be the reason behind women's slow progress.

Given that gender diversity on boards is an issue rooted in the principle of equality of treatment, inequality in gender representation on boards can be combated through equality of opportunity reforms, equality of outcome reforms, or by spreading information on gender bias. Governments and corporations have attempted to address the disproportionality of gender representation on corporate boards through both types of reform measures, including legislation mandating gender quotas (a reform based on the principle of equality of outcome) and comply or explain guidelines (a reform based on the principle of equality of opportunity).

History

The Lettie Pate Whitehead Foundation asserts that Lettie Pate Whitehead was one of the first female directors of a prominent company. She was a member of the board of the Coca-Cola Company from 1934. A survey of Fortune 250 companies in 2012, however, found the first female director of the surveyed companies to be Clara Abbott, a director of Abbott Laboratories from 1900. The survey also found that the average first year of appointing a company's first female director was 1985. In 2001, Sarah Hogg, Viscountess Hailsham, became the first woman to chair a FTSE 100 company.

Katharine Graham, previously the chairwoman of the board of The Post Co., was the first female Fortune 500 CEO in 1972. Ursula Burns, the chairman and CEO of Xerox, was the first African American female CEO of a Fortune 500 company.

Rationale behind gender diversity on corporate boards
The desire to achieve proportionate gender representation on corporate boards is derived from the principle of equality of treatment. Equality of treatment requires comparable situations to be treated in the same manner and prohibits direct and indirect discrimination. Equality of treatment refers to either equality of opportunity or equality of outcome.  Equality of opportunity requires providing everyone with the same opportunity to attain what they desire. Equality of outcome requires every individual to possess an equal share of outcomes such as goods or positions.

The Convention on the Elimination of all Forms of Discrimination Against Women requires states that have ratified the convention to guarantee the exercise of human rights and fundamental freedoms to women on an equal basis to men. Further, achieving gender equality, including in economic decision-making processes, is one of the United Nations' Sustainable Development Goals.

Many countries have also opted to pursue this principle through their constitution or through various forms of legislation. For example, the Canadian Charter of Rights and Freedoms which guarantees equality rights, including gender equality, and the Equality Act 2010 in the United Kingdom which protects against discrimination based on sex. In the United States, Title VII of the Civil Rights Act of 1964 prohibits discrimination against employees on the basis of sex.

Determinants of gender diversity on corporate boards

A number of studies have been conducted to determine the type of companies that are more likely to have female directors on their boards. A study on Spanish small and medium-sized enterprises found that firm performance increases the probability of having a female director. The same study also found that higher corporate ownership and firm risk led to a lower probability of having a female presence on a company's board. A survey of UK companies found larger companies to be more likely to have a higher proportion of female directors. The findings regarding firm size and corporate risk are consistent with a study conducted on 1002 companies across Brazil, Russia, India, China, the UK and USA. Masayuki Morikawa conducted a study that focused on Japanese companies and found that the probability of having a female director increased for companies that are managed by the owners of the companies, but decreased for public companies and older companies.

Impact
Numerous studies have been undertaken on the effects of gender diversity on company boards with mixed results. In exploring the relationship between female directors and firm performance, Corinne Post and Kris Byron argue that differences in cognitive functions and values between the genders should influence firm performance and a board's decision-making process. An academic article produced by Nguyen, et al., suggests that numerous studies have found improvements in firm performance influenced by female staff members on corporate boards. Females bring a number of “social, managerial, and leadership qualities,” (Nguyen, et al.) to the table that directly influence corporate governance practices, such as ethics, trustworthiness, and risk taking/aversions. Another study by Nada K. Kakabadse et al. suggest that a diverse board will expand the board access to resources and networks, either from the directors' personal connections or simply by being a symbol through their position as a female director. The theory that gender diversity on corporate boards is of value is further strengthened by a study of 127 Malaysian firms that found stock markets react in a positive manner to the appointment of female directors. An analysis of the effects of greater female representation in the boards of directors of Iraqi companies by Farhan and Nayan found a "positive and significant" relationship between female directors and firm performance, as measured by return on assets. The study's authors stated that the important  policy implication of their findings is that companies on the Iraqi stock exchange and security commission should incorporate gender diversity in their corporate governance practices.

The study by Corinne Post and Kris Byron using results from 140 studies found that the presence of female directors on a corporate board has a positive correlation with accounting returns and monitoring and strategizing tasks. However, the study concluded that there is no significant relationship between female directors and market performance, possibly due to a variations in the female director/firm performance relationship between countries with different levels of gender equality. The relationship was found to be positive in those with gender equality and negative in those less gender equality. A study on nonfinancial Spanish small and medium-sized enterprises found a positive relationship between female directors and firm performance using return of assets as a measure of firm performance.
Further, a survey of 6500 company boards revealed that an increase in participation by female directors reduces the firm's chances of becoming embroiled in corporate governance issues. A study of S&P 1500 companies by Maurice Levi, Kai Li and Feng Zhang found companies with female directors to be less likely to acquire other companies and to pay less bid premium if an acquisition occurs.

Another study, conducted by Gennaro Bernile, Vineet Bhagwat, and Scott Yonker in 2017, found that "board diversity [was] associated with lower realized firm risk." The study further noted that "both operating performance and asset valuation multiples increase with board diversity." In addition, firms with more diverse boards tended to pay higher dividends, pursue less risky financial policies, and invest more in research and development. The findings of this study were not exclusively positive, however. The study authors found that greater diversity was not always beneficial to firm performance when overall volatility was high. They posited that because diverse boards can endure longer decision-making processes, they can fail to respond rapidly when a quick decision is necessary.

Other studies have found no evidence of a positive relationship between gender diversity and firm performance. A study by Ian Gregory-Smith, Brian G.M. Main and Charles A. O'Reilly III on companies listed on the FTSE 350 found no significant relationship between having a female director and company performance as measured by shareholder return, return on assets, return on equity and price to book ratio. In an interview with 45 corporate insiders, Lissa Broome, John Conley and Kimberly Krawiec found that insiders have difficulty with isolating the particular manner in which female directors contribute solely on the basis of their gender. Further, in the context of emerging economies, the study on Malaysian firms found gender diversity to have a negative effect on firm value in government owned companies, suggesting that the relationship between female directors and firm value might vary across company types.

Another study on 30 companies with female directors in the United Kingdom, United States and Ghana found that having a minority female board representation does not affect board performance. This is in line with previous research based on 50 female directors that concluded at least 3 female directors is required to improve a company's corporate governance.

According to a 2019 study in The Review of Economic Studies, Norway's gender quota "had very little discernible impact on women in business beyond its direct effect on the women who made it into boardrooms."

According to a 2019 study in the journal Electoral Studies, Norway's adoption of the gender quota did not have a spillover on politics. It did not lead to greater political representation among women.

Current landscape

Percentage of women holding corporate board seats
As of March 2018, 27.1% of board seats of companies on the Australian S&P/ASX 200 index are held by women.

In Hong Kong and India women hold 10.2% and 9.5% of board seats of the Hang Seng Index and BSE 200 index respectively. Women in Japan hold 3.1% of board seats on companies in the TOPIX Core 30 Index.

The proportion of board seats held by women in Europe varies significantly. In the Scandinavian countries, Norway leads the way with 35.5% of board seats of the companies in the OBX index held by women. Finland is in second place with women holding 29.9% of board seats on the companies in the OMX Helsinki 25 index. In Sweden, 28.8% of board seats of the companies in the OMX Stockholm 30 index are held by women. Women also hold 21.9% of board seats of the companies on the OMX Copenhagen 20 index in Denmark. In France and Germany, women hold 29.7% and 18.5% of board seats of companies on the CAC 40 index and the DAX index respectively. In the United Kingdom, among the companies in the FTSE 100 index, women hold 22.8% of board seats. At the other end of the scale, women hold only 10.3% of board seats in Ireland and 7.9% in Portugal.

In Canada women hold 20.8% of board seats on companies in the S&P/TSX 60 index. In the United States of America, women hold 19.2% of board seats on companies in the S&P 500.

In Latin America only 6.4% of board seats of the 100 largest companies in the region are held by women. Colombia has the highest percentage of female board seats in Latin America with 13.4%. Brazil has the second highest with 6.3%. Chile shows a percentage of female on board equal to 7%.

In Africa, a survey of 307 listed companies across 12 African nations found that women hold 12.7% of board seats. Kenya has the largest female board representation of 19.8%, South Africa has 17.4% and Botswana has 16.9%. On the other end, Côte d'Ivoire has the lowest female board representation of 5.1%.

Although women hold 17.9% of the board seats on Fortune 1000 companies, female board representation varies between industry sectors. In Germany women consisted of 8% of executive board members of the largest banks in Germany, despite holding 18.5% of board seats across industries.

Percentage of companies with at least one female director
As of August 2015, 2% of S&P 500 companies had all male boards of directors. This is a marked improvement from 2005, when 12% of S&P companies had all male boards of directors. All FTSE 100 firms have female directors.

The 2014 Catalyst Census found that 26.2% of S&P 500 companies had 24% or more female directors. In Canada, 36.7% of S&P/TSX60 Companies has 25% or more female directors.

53 of the 100 largest companies in Latin America have at least one female director. In Africa, 67.1% of 307 listed companies across 12 African nations surveyed had at least 1 female director. 33.6% of the companies only have 1 female director.

Percentage of companies with gender equitable boards
According to The SHE Mark's SHEgoverns Awards 2023: Women on Boards Report, as of February 2023, 8.8% of the S&P Global had gender equitable boards (with at least 50% women's representation). Most of the companies are in the Financials sector.

The S&P Europe 350 had the most companies with gender equitable boards, totaling 69, or 19.7% of the index. Some of the more recognizable companies in that group are Vodafone, Hermès, Diageo, H&M, Auto Trader, BNP Paribas, Pernod Ricard, Shell, SAP, and Heineken. France had the highest number of gender equitable boards, amounting to 20. The UK was next with 12, followed by Germany and the Netherlands with 7.

4% of the S&P 500 had at least 50% women on the board, accounting for 20 of the 500 companies on the index. Some of the more recognizable companies are Citigroup, Coca-Cola, General Mills, Hasbro, Match Group, Omnicom, Paramount Global, Progressive, TJX, Ulta Beauty, Walgreens Boots Alliance, and Walt Disney.

The S&P/ASX 50 had 8 companies with gender equitable boards, or 16% of the index. Some of the recognizable companies are Auckland International Airport, Commonwealth Bank, and Woolworths.

The S&P/TSX 60 had 6 companies with gender equitable boards, or 10% of the overall index. Some of the recognizable companies include Canadian National Railway Co., National Bank of Canada, Saputo Inc., and Sun Life Financial, Inc.

The S&P Latin American 40 had 2 companies with gender equitable boards, or 5% of the overall index. Those two companies, Banco Do Brasil and PagSeguro Digital Ltd., are both in Brazil and in the financials sector.

The S&P/TOPIX 150 only had 1 company (0.7% of the index) with gender equality on the board: Nidec Corp. Across the index, the average representation was 1 woman out of 10.

The S&P Asia 50 had 0 companies with gender equitable boards. The closest any company came was 40% women's representation.

Encouraging gender diversity on corporate boards

Gender quotas

One approach taken by governments to achieve gender equality on corporate boards has been to enact legislation requiring a set quota of female representation on corporate boards. The quota system typifies an equality of outcome approach, which is concerned with the result rather than the means of achieving such a result. Belgium, France, Germany, Iceland, India, Israel, Italy, Norway, the UAE and Pakistan and Spain currently have legislated quotas for women on corporate boards of publicly listed companies. A study on 10 countries with gender quotas and 15 countries with comply and explain systems found that countries that adopt gender quotas tend to have several pre-conditions: female labor market and gendered welfare state provisions, left-leaning political government coalitions, and path dependent policy initiatives for gender equality, both in the public realm as well as in the corporate domain.

Asia Pacific
In India, the Companies Act, 2013 imposes a quota of at least one female director on the board of listed companies and any public unlisted company having a paid-up share capital of 100 crore or more rupees($14m) or a turnover of 300 crore or more rupees($42m).

In Australia, the ASX Corporate Governance Council announced proposed amendments to its guidelines to include a 30% quota in April 2018. Compliance is enforced only on a 'if not, why not' basis. In 2015, the Australian Institute of Company Directors had introduced the same quota as a recommendation.

In Pakistan, the Corporate Governance Code implemented under the Companies Act of 2017 imposes a requirement on all public interest companies to have at least one woman director within three years.

Europe

In 2006, the Norwegian government introduced quota legislation that required both public and state owned companies to have 40% female board representation by 2008. Failure to comply resulted in fines or company closures. Full compliance was achieved by 2009. The percentage of female board members has since remained between 36% and 40%. Iceland and Spain have introduced legislation requiring 40% of female board representation on publicly traded companies. Finland requires 40% of state owned enterprises to have female directors for 40% of their board seats. The Netherlands requires public companies with more than 250 employees to have female directors for 30% of the board seats.

In France, a bill was passed in 2011 requiring 40% female directorship by 2016. This quota is to be implemented on two schedules, one for private companies and one for public companies. Public companies will require 20% female board representation within three years, and 40% within six years. Private companies will have nine years to reach the 40% quota. Failure to comply with these schedules will result in voided nominations and suspended remuneration of board members.

Italy requires public companies to have 33% of either underrepresented gender.

Belgium passed a law requiring 33% female directorship by 2018. Failure to comply with these schedules will result in voided nominations and suspended remuneration of board members.

Middle East
In 1999, Israel legislated a gender quota requiring one female board director for publicly traded companies.
In 2021, the United Arab Emirates made it law for each locally listed company to put at least one woman on their board of directors. Regulator the Emirates Securities and Commodities Authority (ESCA), had previously set a 'comply or explain' target for 20 percent female representation on their boards. The move is “in the context of keenness to empower Emirati women and encourage them to play a greater role in the boards of directors of listed companies,” ESCA said in a statement.

North America

Quebec's Bill 53, passed in 2006, is the only provincial legislation currently in effect in Canada that deals with gender representation on corporate boards. This bill requires an equal number of men and woman on the boards of Crown corporations.

California passed Senate Bill 826 in October 2018, mandating gender diversity on the boards of public companies headquartered in California. The bill set  deadlines in 2019 (for two women on five-person boards) and 2021 (for three women on seven-person boards). It was challenged as unconstitutional on the grounds of violating equal protection. The District Court ruled the challengers did not have standing, but was overturned by the Ninth Circuit Court of Appeals. The District Court then denied a preliminary injunction. It is now pending another appeal. A separate lawsuit found the law unconstitutional on May 13, 2022.

In 2020, California passed Assembly Bill 979, requiring publicly held companies headquartered in California to include board members from underrepresented communities. The law requires at least one director from an underrepresented community by the end of 2021, and up to three, depending on board size, by the end of 2022. The term "underrepresented community" is defined as "an individual who self‑identifies as Black, African American, Hispanic, Latino, Asian, Pacific Islander, Native American, Native Hawaiian, or Alaska Native, or who self‑identifies as gay, lesbian, bisexual, or transgender." The law was ruled unconstitutional on April 1, 2022.

Impact and criticism of gender quotas

The use of gender quotas as a mean of rectifying disproportionate gender representation on corporate boards has been controversial.

Many studies have found gender quotas to be beneficial, including through its positive impact on the appointment of a female board chair and a female CEO. A 2016 study of more than 21,000 companies in 91 countries showed that firms with at least 30% women in the c-suite are more profitable. An earlier report discovered that Fortune-500 companies with the most female directors reported greater return on sales and equity. Other studies show that female directors enhance the effectiveness of boards at governing. Women have better attendance, and their presence improves the attendance of men. Female directors are also more apt to serve on monitoring committees and more likely to hold CEO's accountable for poor financial returns. Female directors, too, tend to ensure that corporations are more environmentally responsible. Three or more women directors also correlates with employee productivity, higher dividend payouts, and a greater diversity of ideas.

Yet other studies advance negative outcomes. Some argue that quotas inadequately address the larger structural issue known as the glass ceiling. A working paper on the female labor market in Norway found that although a mandated quota led to an increase in female directors, it did not affect female employees of lower positions.

Board members are typically appointed in one of two ways: (1) internally, through in-firm appointments of high level executives such as CEOs; and (2) externally, through appointments made from outside of the firm. Quota systems simply affect gender representation of the board and might not affect the number of women who reach the internal pool from which candidates are appointed. So even if there is greater gender diversity on a corporate board, the pool from which candidates are chosen remain disproportionately occupied by men.

For example, Norway's quota system has significantly increased the number of women on corporate boards. However, the quota may not have altered the way women progress through organizations. In 2013, Norway's public companies had 41% female board representation but women made up only 5.8% of general managers at the public companies. In the same year, at the CEO level, only 6% of listed companies in Norway had a female CEO.

Nevertheless, the disparity between internal and external appointments to corporate boards also arises in jurisdictions that have not instituted a quota system. For example, in 2013, 48% of the female executive directors in the United Kingdom were internally promoted, compared to 62% for males.

Corporate governance codes

Another approach to addressing the disproportionality on corporate boards has been the adoption of the  "comply or explain" governance system by Governments and organizations such as stock exchanges. This system requires companies to address the issue of proportionate gender representation with regards to board and executive appointments in their company filings and other reports and to explain the reason for any failure to comply with particular gender guidelines issued by the organization. The "comply or explain" system exemplifies equality of opportunity, an approach to equality whereby all people should be treated similarly, regardless of prejudices, preferences, or historical disadvantages, unless particular distinctions can be justified.

Fifteen countries have inserted requirements to report gender diversity board composition in their corporate governance codes.

Asia Pacific
In Australia, the Australian Securities Exchange adopted diversity reporting guidelines in 2010. The percentage of women on boards of ASX 200 companies in Australia has increased from 11% to 20% from 2010 to 2015.

Europe
In the United Kingdom, the UK Corporate Governance Code contains a mandatory "comply or explain" measure designed to address the disproportional representation on corporate boards. The UK Corporate Governance Code allows corporate boards to implement their own gender diversity policies and explicitly requires merit to be a consideration in candidate selection. The UK Government has commissioned two five year reviews, the Davies Review (2011) and the Hampton-Alexander Review (2016) to set recommendations and voluntary targets for FTSE350 listed companies to increase the number of women on public company boards. Further, companies are required to provide details of their boardroom gender diversity policy and procedures for appointing executives and managers, and to provide explanations for discrepancies with the targets listed in the guidelines.

In Sweden, the Swedish Annual Accounts Act requires companies to disclose information on the gender proportionality their managers in the companies' annual reports.

In Finland, a "comply or explain" system requires both genders to be represented on corporate boards, and to describe and justify any failures to meet such gender representation. Following the introduction of this system and Finland's gender quota, female board representation increased from 12% to 29%. In 2012, the Finland Chamber of Commerce implemented a mentoring program for women in mid to high-level managerial positions as a supplement to their current approach.

North America
In December 2014, the Ontario Securities Commission introduced comply-and-explain rules with regards to the percentage of female directors.

Pressure by institutional investors

United Kingdom
Institutional Investor Glass Lewis released guidelines related to gender diversity on corporate boards in 2016. The most recent guidelines state that FTSE 350 companies must have 33% female board representation by 2020. The method of enforcement laid out is that Glass Lewis "may recommend voting against the nominating committee chair."

United States
BlackRock added board diversity guidelines in 2017. BlackRock's 2020 Proxy paper encourages "companies to have at least two women directors on their board." In the event that BlackRock determines a company is not sufficiently committed to board diversity, Blackrock may recommend voting against the nominating/governance committee."

Glass Lewis' US benchmarks were first released in 2017. The most recent proxy paper mandates that boards have at least one female director and "will generally recommend voting against the nominating committee chair of a board that has no female members."

ISS added board diversity guidelines in 2018, stipulating that U.S. boards should have at least one female director. In the guidelines released for 2020, ISS recommended to "vote against or withhold from the chair of the nominating committee at companies where there are no women on the company's board." This advice was relevant to companies on either the Russell 3000 or the S&P 1500 indices.

Other responses and pending responses

Asia Pacific
In 2013, Shinzo Abe, the Prime Minister of Japan announced his intention to facilitate a great increase in female directors in Japan in a commentary in the Wall Street Journal.

Europe
In 2012, the European Commission introduced a proposal requiring companies in the EU member states to have 40% non executive female directors. For the time being the proposal (which was introduced by Viviane Reding) has been shelved, although discussions for such a proposal (or a similar one) remain open.

Latin America
In Latin America, the Brazilian Government has proposed a quota for female directors on state owned enterprises. The bill requires boards to eventually have a minimum of 40% of female directors.

North America
In Canada, two bills have been introduced that would require 40% of female board directors. Bill S-217 imposes a 40% quota for female board members of public companies and other regulated entities such as banks and insurance companies. Bill-C473 will balance the gender proportionality of directors serving on boards of state corporations by establishing minimum participant requirements by gender.

In the United States, The Nasdaq stock exchange filed with the SEC to adopt new listing rules mandating board diversity. If successful, Nasdaq-listed companies would be required to publicly disclose diversity statistics for their board of directors. They would also have to have at least one director who identifies as female and one director who identifies as "Black or African American, Hispanic or Latinx, Asian, Native American or Alaska Native, Native Hawaiian or Pacific Islander, two or more races or ethnicities, or as LGBTQ+."

The gender pay gap on corporate boards
The gender pay gap refers to the differences between the average pay received by all men compared to the average pay received by all women (Does not account for men and women working in differing industries). A number of studies, including a study on top managers of listed UK companies and one on companies listed on the Madrid Stock Exchange, have concluded that a gender pay gap exists between male and female directors. Philipp Geiler and Luc Renneboog found that female executive directors of listed UK companies earn 23% less than their male counterparts. A study by Gregory-Smith, Main and O'Reilly III on FTSE350 companies, however, found no evidence of such a discrepancy once the director's traits (including age and tenure) and other company features such as firm size and price to book ratio are taken into account.

The director gender pay gap appears to be dependent on several factors, including whether the company is in a male dominated industry and whether the female director is married or has children. Other factors include experience, the ability to negotiate pay, willingness to travel, the expectation of overtime worked (Men are 3 times more likely to work overtime). Other relevant factors found by Maria Consuelo Pucheta-Martinez and Inmaculada Bel-Oms include whether the Compensation Committee contains female members and the size of the companies. Another study by Marianne Bertrand et al. concluded that the gender quota in Norway reduced the gender gap on boards. However, as some researchers have cautioned, the small dataset from which such data from which the studies have been conducted should be considered in interpreting such results.

Controversies
Protests in the United States in 2020 have ignited controversy that progress on board diversity has advanced significantly faster for white women than for racial minorities. In data from 2019, Institutional Shareholder Services (ISS) observed that black directors accounted for only 4.1% of board directors in the Russell 3000 index, up .5% since 2008. In contrast, 20% of directors in the Russell 3000 were women, doubling from 10% in 2008. A 2020 report revealed that in the wake of California's adoption of SB 826, mandating gender diversity on boards, 511 board seats were filled by women. 77.9% of those seats were filled by white women, 11.5% by Asian women, 5.3% by African American women, and 3.3% by Latina women.

Companies in the UK are facing similar scrutiny. A 2019 analysis of FTSE board directors found that 100% of female board directors in the FTSE 100 were white, as were 97% of female directors in the FTSE 250.

Female Chief Executive Officers
Similar to the disproportionate gender representation on corporate boards, there is a lack of gender diversity amongst Chief Executive Officers (CEO). As of February 2016, only 4% of CEOs of S&P 500 companies were female.  that had increased to 5% (25 in total). In 2020, several major companies appointed Women CEOs, including Citigroup, Clorox, CVS, Dick's Sporting Goods, and UPS. At the start of 2021, women held 7.8% of CEO positions in the Fortune 500.

A study on Norwegian companies following the introduction of a gender quota for female directors found that the increase in female directors had a positive correlation with the appointment of a female board chair and a female CEO. Unlike directors, there does not appear to be a gender pay gap between male and female CEOs.

See also
 Board of directors
 UK labour law
 Worker representation on corporate boards of directors
 Chief Executive Officer
 Women in business
 Female entrepreneur
 Glass ceiling
 Gender pay gap
 Economic inequality
 Gender inequality
 Convention on the Elimination of All Forms of Discrimination Against Women

References

Sexism
Board of directors
Gender equality