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There is a growing campaign for the corporate to accommodate more women on the corporate top echelon. Gender equality in the workplace encourages equality between men and women and should be considered from the lower level right to the top level of the organisation. There is, therefore, a growing advocacy for hiring and supporting women to the CEO level as part of the strategies to enhance sustainable development (Bear et al., 2010). Whilst there is a global campaign of gender equality, corporate across the world are still hesitant to consider women in the CEOs’ positions unless there is probable evidence that such transition will benefit the organisation. Contemporary research has proven that women representation on the top-level management can affect the corporate social responsibility ratings, which influence corporate reputation, and which also impacts on corporate performance. Aspects such as financial performance, institutional investment and share price can be affected by the positive reputation of the company. This is because investment decisions made by the board of directors are influenced among others by environmental, social and corporate governance factors (Bear et al., 2010). Previous literature such as Smith and Villa (2010) has indicated that participation of women CEOs may have a significant effect on corporate performance. Some recent studies have shown that gender equality has an impact on the firm's turnover (Faccio et al. 2015; Mkhize et al., 2011). For instance, it has been recognised that female directors make acquisition decisions that influence shareholder value leading to macroeconomic implications that affect the long-term economic growth of the company (Faccio et al., 2015). Women are reported to contribute to the implementation of unique skills to the corporates that affect the net profit of the organisation (Mkhize et al., 2011). Since Abstract

Chief executive officer’s gender and firm performance in the JSE SRI firms