A curated library on

human capital

DenominatorLibrary functions like a contemporary Library of Alexandria: a single destination for the most up‑to‑date social and human capital research. It transform complexity into clarity, allowing to explore, compare, and analyze in an effortless way.

DenominatorLibrary

A single destination for the most-updated social and human capital research and insights.
City
Age
Race/Ethnicity
Gender

Summary

1 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Labor Practices
Workforce dynamics 2 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Workforce Dynamics
3 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Human Rights
4 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Health & Safety
5 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Human Capital
Diversity 6 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Diversity
7 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
City
8 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Age
9 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Race/Ethnicity
10 In today’s rapidly evolving technology landscape, particularly with the rise of AI, it’s worth asking whether a higher average age benefits or hinders company performance. Recent studies highlight a positive correlation between age diversity and stronger CSR performance across industries, suggesting that mixed-age teams bring valuable perspectives. However, much remains unexplored, including how these effects vary by sector and workforce demographics. There are still many unanswered questions.
Gender
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2025
Diversity
Company
Global 2
1000
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City
Race/Ethnicity
Case study
Qualitative
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Abstract

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Age
Qualitative
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Abstract

5 It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout.
Age
Case study
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Abstract

3 The current research is a systematic review of 54 empirical papers from 1996 to 2022 which aim to investigate whether board member age diversity influences a firm’s financial and non-financial outcomes. Analysis of the extant research reveals board member age diversity to be an inconsistent predictor of both the financial and non-financial performance of a firm. Apart from CSR performance, which was found to more consistently be positively associated with age diversity, most studies included in the review failed to identify age diversity as a significant predictor of firm outcomes, however several positive, negative and curvilinear relationships were found by some studies. The lack of a consistent trend of significant associations may indicate that age diverse boards perform no better or worse than non-diverse boards or, more likely, given the inconsistent pattern of results, this research highlights that there may be other factors, such as team processes or task characteristics, which differentially impact whether age diversity has a positive, negative, curvilinear or no effect on outcomes. The current work is the first to systematically evaluate the available data on board age diversity and provides a clear account of what is known and what is not known about the relationship between board member age diversity and financial and non-financial outcomes. This study offers important insights and practical recommendations to researchers, HRM practitioners and policy makers interested in understanding how board composition factors influence the performance of corporate boards.
Age
City
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Abstract

The current research is a systematic review of 54 empirical papers from 1996 to 2022 which aim to investigate whether board member age diversity influences a firm’s financial and non-financial outcomes. Analysis of the extant research reveals board member age diversity to be an inconsistent predictor of both the financial and non-financial performance of a firm. Apart from CSR performance, which was found to more consistently be positively associated with age diversity, most studies included in the review failed to identify age diversity as a significant predictor of firm outcomes, however several positive, negative and curvilinear relationships were found by some studies. The lack of a consistent trend of significant associations may indicate that age diverse boards perform no better or worse than non-diverse boards or, more likely, given the inconsistent pattern of results, this research highlights that there may be other factors, such as team processes or task characteristics, which differentially impact whether age diversity has a positive, negative, curvilinear or no effect on outcomes. The current work is the first to systematically evaluate the available data on board age diversity and provides a clear account of what is known and what is not known about the relationship between board member age diversity and financial and non-financial outcomes. This study offers important insights and practical recommendations to researchers, HRM practitioners and policy makers interested in understanding how board composition factors influence the performance of corporate boards.
Race/Ethnicity
City
Gender
Literature review
Quantitative
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Abstract

2 The current research is a systematic review of 54 empirical papers from 1996 to 2022 which aim to investigate whether board member age diversity influences a firm’s financial and non-financial outcomes. Analysis of the extant research reveals board member age diversity to be an inconsistent predictor of both the financial and non-financial performance of a firm. Apart from CSR performance, which was found to more consistently be positively associated with age diversity, most studies included in the review failed to identify age diversity as a significant predictor of firm outcomes, however several positive, negative and curvilinear relationships were found by some studies. The lack of a consistent trend of significant associations may indicate that age diverse boards perform no better or worse than non-diverse boards or, more likely, given the inconsistent pattern of results, this research highlights that there may be other factors, such as team processes or task characteristics, which differentially impact whether age diversity has a positive, negative, curvilinear or no effect on outcomes. The current work is the first to systematically evaluate the available data on board age diversity and provides a clear account of what is known and what is not known about the relationship between board member age diversity and financial and non-financial outcomes. This study offers important insights and practical recommendations to researchers, HRM practitioners and policy makers interested in understanding how board composition factors influence the performance of corporate boards.
City
Race/Ethnicity
Literature review
Mixed-Methods
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Abstract

4 The current research is a systematic review of 54 empirical papers from 1996 to 2022 which aim to investigate whether board member age diversity influences a firm’s financial and non-financial outcomes. Analysis of the extant research reveals board member age diversity to be an inconsistent predictor of both the financial and non-financial performance of a firm. Apart from CSR performance, which was found to more consistently be positively associated with age diversity, most studies included in the review failed to identify age diversity as a significant predictor of firm outcomes, however several positive, negative and curvilinear relationships were found by some studies. The lack of a consistent trend of significant associations may indicate that age diverse boards perform no better or worse than non-diverse boards or, more likely, given the inconsistent pattern of results, this research highlights that there may be other factors, such as team processes or task characteristics, which differentially impact whether age diversity has a positive, negative, curvilinear or no effect on outcomes. The current work is the first to systematically evaluate the available data on board age diversity and provides a clear account of what is known and what is not known about the relationship between board member age diversity and financial and non-financial outcomes. This study offers important insights and practical recommendations to researchers, HRM practitioners and policy makers interested in understanding how board composition factors influence the performance of corporate boards.