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dc.contributor.authorAase, Urd Ragnhild Sævareid
dc.contributor.authorJore, Hanne Lovise
dc.date.accessioned2018-12-12T14:37:23Z
dc.date.available2018-12-12T14:37:23Z
dc.date.issued2018
dc.identifier.urihttp://hdl.handle.net/11250/2577459
dc.descriptionMasteroppgave(MSc) in Master of Science in Business, Finance - Handelshøyskolen BI, 2018nb_NO
dc.description.abstractIn 2003, Norway passed a gender balance law requiring public limited companies to have at least 40% of each gender represented on the board by 2008. This paper contributes to the understanding of the effects of increased gender diversity among the board of directors on CEO compensation in Norwegian public limited companies. Our results show that there is no significant relationship between gender diversity on boards and CEO compensation from 2000 to 2015. However, there was a temporary increase in CEO compensation in the time period from 2008 to 2009, right after the gender balance law was implemented. Furthermore, we found that the implications were stronger for companies that had to face larger board restructuring. These findings indicate that it was not gender diversity itself that caused the short-term increase in CEO compensation but rather the large change in the board composition caused by the gender balance law.nb_NO
dc.language.isoengnb_NO
dc.publisherHandelshøyskolen BInb_NO
dc.subjectfinansnb_NO
dc.subjectfinancenb_NO
dc.titleGender Diversity on the Board of Directors and CEO Compensation in Norwaynb_NO
dc.typeMaster thesisnb_NO


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