Ethics stands today as a primary pillar of modern medicine, and no medical specialty represents an exception. Acute care and trauma (AC&T) surgery is a complex clinical field, often characterized by high time pressure and little knowledge about the patient and circumstances. Our investigation wishes to deepen the role of diversity in AC&T teams as an opportunity to enhance ethics. The study, endorsed by the World Society of Emergency Surgery, analyses 402 questionnaires gathered from medical professionals from 72 countries, investigating three ethical issues (namely, patient’s informed consent as a knowledge translation tool, the team leader as an ethical leader, and ethics as an educational subject). Findings underline the potential of diversity to enhance the attention towards ethical matters, offering food for thought to hospital managers and healthcare professionals.

In recent years, the growing attention to environmental, social, and governance (ESG) practices has driven companies to adopt Corporate Social Responsibility (CSR) strategies. The commitment to CSR is influenced by the need to satisfy stakeholder demands to improve firm performance. However, such growing pressure has also produced unintended distortions, notably the phenomenon of greenwashing, as corporate practice involving the dissemination of misleading information regarding a company’s ESG commitments to enhance company public image and reputation. This study aims to analyse two possible determinants at board of directors level of greenwashing: the presence of female directors and board members with sustainability knowledge. Based on a sample of 35 Italian publicly listed non-financial companies in 2023, the research employs logistic regressions to examine the effect of the above mentioned board features on greenwashing, which is measured by comparing the ESG Perception Index and the Standard Ethics Rating. The results show that both the presence of female directors and directors with sustainability knowledge positively affect the greenwashing. This suggests that, although these characteristics are often considered to enhance the quality and transparency of sustainability disclosure, they may also increase the ability to manipulate such information. The study contributes to both theory and practice. From a theoretical perspective, it contributes to the literature on board composition and the determinants of greenwashing. From a practical perspective, it highlights the importance for nomination committees to consider the role of gender and human capital in the directors’ appointment process, taking into account the potential association with greenwashing.

The study explores the relationship between AI adoption and ESG performance, addressing a gap in literature. AI enhances sustainability by improving environmental monitoring, optimizing resource allocation, and fostering circular economy initiatives. Socially, AI promotes diversity and workplace well-being through advanced algorithms, while in governance, it strengthens oversight, risk assessment, and compliance. Using Bloomberg data on U.S. and Western European companies, the study tests whether ethical AI policies impact ESG scores. The results confirm a significant positive effect, suggesting that responsible AI adoption strengthens corporate transparency, investor trust, and decision-making.

Traditional workplace policies aimed at supporting work-life balance, career development, and organizational support have largely been designed with employees with children in mind. However, such family-centric approaches risk marginalizing the growing number of employees who are childfree by choice or who desire children in the future. These groups often remain underrepresented in both academic literature and organizational practice. This paper proposes a conceptual framework for rethinking workplace equity by integrating diverse family statuses and future aspirations into the analysis of fairness perceptions. Drawing on equity theory, we examine how three groups—parents, childfree employees by choice, and employees desiring children—differ in their experiences and expectations of fairness across three core domains: work-life balance, career progression, and perceived organizational support (POS). We introduce the concept of anticipatory fairness to capture how employees evaluate current policies not only based on present conditions but also in light of their anticipated future needs and life trajectories. The framework identifies hidden and often overlooked inequities in how support is distributed, how opportunities for career advancement are perceived, and how organizational inclusion is experienced by employees with differing family orientations. Based on this conceptual foundation, we propose three theoretical propositions and outline directions for future empirical research. Our model encourages organizations to move beyond binary categories of parenthood and to develop more inclusive policies that recognize the full diversity of employee identities. By embracing a broader and more dynamic understanding of equity, organizations can foster greater fairness, motivation, and retention across all employee groups, ultimately contributing to more inclusive and sustainable workplaces.

Higher Education Institutions (HEIs) play a critical role in fostering diversity and inclusivity while managing knowledge effectively. However, the integration of Diversity Management (DM) and Knowledge Management (KM) in HEIs remains a fragmented process, influenced by institutional size, technological infrastructure, and strategic alignment. This study explores the presence of key diversity management elements within Italian university PIAOs (Integrated Plans of Activities and Organization), using a knowledge management lens to assess inclusivity, collaboration, intersectionality, and technology integration. Through content analysis, the study identifies significant disparities in diversity and knowledge strategies among universities of different sizes. Larger institutions tend to leverage AI-driven recruitment systems, open-access repositories, and interdisciplinary collaboration platforms, ensuring a scalable and technology-enhanced approach to diversity and knowledge dissemination. Mid-sized universities prioritize regional engagement, faculty-student mentorship programs, and interdisciplinary teamwork, adopting structured but less technology-intensive approaches. Smaller universities, by contrast, rely more on community engagement, face-to-face collaboration, and localized mentorship models, often lacking the resources to implement large-scale digital transformation. The findings reveal that institutional size directly influences the extent of technology integration in both diversity and knowledge strategies. Larger universities demonstrate advanced digital ecosystems, while mid-sized and smaller institutions exhibit resource constraints that limit their ability to implement AI-driven and automated solutions. Additionally, intersectionality remains an underdeveloped dimension in most institutions, with policies often failing to address the complexity of overlapping identities, resulting in generic rather than tailored inclusion strategies.This research underscores the need for more integrated and technology-supported diversity management frameworks across HEIs. AI, digital platforms, and structured knowledge-sharing models can enhance inclusivity, bridge disparities, and ensure that diversity policies are effectively embedded within knowledge systems. The study calls for policy reforms, targeted investments, and institutional collaborations to foster an equitable and technology-driven higher education environment, ensuring that diversity and knowledge management serve as complementary pillars for institutional growth and innovation.

Continuous innovation is necessary as a source of competitive advantage due to the constant changes in global business brought about by globalization and the quick advancement of technology. While product and process innovations have traditionally received considerable attention, management innovation (MI) has emerged as an equally critical element (Birkinshaw et al., 2008; Mol and Birkinshaw, 2009). However, despite its potential benefits being clear, the academic debate on MI is still lacking, especially in understanding its interdependence with organizational culture (OC) (Khosravi et al., 2019; Hogan and Coote, 2014). Few studies have systematically examined how organizational culture can both support and hinder methods of managerial innovation, as well as how MI can function as a catalyst for cultural change (Hamel, 2008). By emphasizing this interconnectedness, we add to the expanding body of research that establishes MI as a critical component for achieving long-term competitive advantage through cultural flexibility (Puranam et al., 2014).
By examining how MI and OC influence each other, this study aims to fill this gap and enrich the literature by offering a current and in-depth synthesis of the main research themes and trends. In particular, we specifically investigate MI enablers, how organizational culture supports or inhibits MI, and how MI itself stimulates cultural change. To this end, we use an approach called Systematic Literature Network Analysis (SLNA), which combines the accuracy of literature network analysis with the rigor of a systematic literature review (SLR).
The data for our analysis came from the Scopus database, which contains more than 57 million academic publications. The results of our SLNA provide several important insights. First, we verified that managerial innovation and organizational culture have a positive feedback loop. Secondly, we list several important factors that support management innovation, such as organizational learning, knowledge management, and transformational leadership (Sarros et al., 2008). Third, our work emphasizes how crucial narratives and knowledge management are to the MI-OC dynamic. The SLNA demonstrates the growing importance of management innovation in organisational studies. By filling this knowledge gap, our research lays the foundation for further empirical studies on the connection between MI and OC, providing managers with knowledge that can support the development of innovative and culturally transformative environments.

This study aims to analyse and understand perceptions of artificial intelligence and its use in the South Tyrolean hospitality sector, with particular attention to the different organizational roles held by employees. To this end, 44 semi-structured interviews were conducted, involving both managerial staff and employees in non-managerial positions. This approach allowed for the collection of a broad and diverse range of perspectives. Data analysis was carried out using a qualitative approach, deemed the most suitable for exploring personal perceptions and experiences. The NVivo software was used to support data processing and organization, facilitating the identification of recurring themes and differences between the groups analysed. The results highlight significant differences in familiarity with artificial intelligence. Managers, in particular, demonstrate a greater understanding of the topic, often illustrated with concrete examples of artificial intelligence usage within their establishments. Moreover, they tend to have a more positive outlook, perceiving the benefits of artificial intelligence as outweighing the associated costs. Interestingly, both groups identified the current staff shortage as a strong incentive for adopting artificial intelligence, which is seen as a potential solution to this challenge. At the same time, they recognize the lack of specific skills among employees as one of the main barriers to effective AI implementation, which in turn impacts the availability of qualified personnel.

This study explores the challenges and opportunities associated with adopting artificial intelligence (AI) in the hotel industry, with a particular focus on how perceptions of adoption differ across hierarchical levels. Drawing on consensus mapping and interviews with 21 participants, ranging from top managers and first-line supervisors to non-managerial staff, the research reveals distinct viewpoints on both the benefits and barriers of AI implementation. While top managers primarily perceive AI as a strategic tool for gaining competitive advantage, non-managerial employees tend to emphasize its potential for reducing operational costs. Despite these perceived benefits, the adoption of AI is hindered by limited awareness, insufficient understanding, and a general resistance to change.

In the contemporary business landscape, the symbiotic relationship between technologies, innovation, inclusivity and gender equality emerges as a pivotal force, shaping the ethical and economic dimensions of company development. This study, with the aid of questionnaire methodological research, seeks to scrutinize the intricate interplay between these elements, specifically focusing on how Gender Diversity (GD) intersects with recruitment/hiring process, inclusivity and innovation technologies. Our investigation employs a combination of perspectives and ethical considerations on Big Data (BD) and Artificial Intelligence (AI). We aim to illuminate potential challenges and opportunities influencing fair gender distribution and the effective presence of organizational inclusivity. Furthermore, the study explores how AI, BD and automation tools can (or not) introduce objectivity into decision-making in recruitment/hiring processes, mitigate biases and contribute to a more impartial perspective in organizational environments. To bring scientific evidence to our work, in addition to a timely literature review, we conduct an empirical analysis consisting in descriptive statistics, based on questionaries sent to 159 HR offices in Italy. This study addresses a critical gap in the literature, by examining whether emerging technologies can be directed towards specifically supporting inclusivity, in a modern background where gender inequalities pose threats to social progress. By delving into the international debate on HR selection and hiring processes, our research provides a contribution to understanding how companies can enhance inclusivity and diversity, particularly in the context where technologies and innovation are relevant to increase business performance. This study not only identifies new trends, but also provides an in-depth analysis of empirical evidence, offering a reliable framework to understand the extent to which these tools either facilitate, or hinder, gender equality and inclusivity. Ultimately, our study aims to positively influence the creation of more inclusive, sustainable and ethically oriented organizational environments. By our point of view, academics can use our findings to deepen their insights into gender dynamics, enriching academic literature and prompting additional research. Parallelly, practitioners can directly implement the insights to bolster inclusivity initiatives, fostering ethical and sustainable workplaces.

The livestock sector faces significant challenges that hinder innovation and the adoption of inclusive and sustainable practices, caused by its predominantly male-dominated structure and dependence on traditional methods. Women, while showing interest in sustainability and collaboration, face social and cultural barriers that prevent their entry and recognition as capable and independent agricultural entrepreneurs. Empowerment initiatives are essential to address these challenges, transforming women from powerless subjects to active participants in value creation. While recent literature explores the empowerment of women in agriculture, few studies comprehensively examine the mechanisms for promoting equality and empowerment and the benefits women could bring to the industry. This paper fills this gap by analysing the context and strategies of women’s collaboration and empowerment in the livestock sector, focusing on a case study of an Italian association that leverages a multi-stakeholder approach. The findings reveal the association’s role in promoting collaboration, knowledge sharing, and accessibility to resources and highlight the importance of addressing women’s cultural, social, financial and technical barriers and emphasise the value of collaboration and support networks. Recommendations for stakeholders include fostering partnerships, leadership training, and promoting open dialogue to recognize women’s contributions. However, the limitations of the study, including the focus on a single case, suggest the need for further research to generalise the findings and explore applicability in different contexts. Overall, this study contributes to the understanding of women’s empowerment in agriculture and offers practical insights to promote inclusivity and ageing in the livestock sector.

This research paper explores the influence of servant leadership within a Job Demands-Resources (JD-R) based model in the higher education sector. The study focuses on the context of Vision 2030 (V30), the national development strategy of Saudi Arabia, emphasising the need for adept leadership to drive organisational transformation. The paper highlights the critical role of the Saudi Arabian higher education (HE) sector in achieving V30’s goals. Servant leadership, characterised by a focus on employee needs, growth and empowerment, aligns with the changing dynamics of the workforce, particularly the presence of Millennials and Generation Z. Traditional hierarchical leadership approaches may not meet the expectations of these younger generations, necessitating alternative leadership styles. The JD-R model provides a theoretical framework for understanding how job demands and resources influence employee outcomes. By leveraging this model, organisations can allocate adequate resources to meet job demands and empower employees to effectively cope with challenges. Servant leadership, with its emphasis on employee well-being and development, is expected to have a positive impact on employee psychology and behaviours. The research highlights the need for further investigation into the benefits of servant leadership in the Saudi Arabian HE sector. By embracing servant leadership and the JD-R model, Saudi Arabian HE institutions can navigate challenges, foster innovation, and promote excellence, in line with V30 objectives. Flowing from this, a guiding conceptual model for exploring servant leadership in the Saudi Arabian HE sector is proposed. A proposed qualitative case-study-based study is detailed to holistically investigated the conceptual model.

In the contemporary business landscape, innovation has become a fundamental element for every company. The dynamics of global economic expansion have undergone significant changes driven by the swift and continual evolution of technology, shorter product lifecycles, planned obsolescence, and an accelerated pace of new product development. After experiencing the emergence of the knowledge economy, organizations started focusing on the need to apply knowledge management practices to their business activities as well. While such a phenomenon has gathered considerable momentum in order to be a vital source of competitive advantage, how its role could harvest knowledge assets for innovation has yet to be established firmly. As globalization speeds up and cross-border barriers between nations are disassembled, economic development will depend less on physical resources and more on developments that require nations to be more global in their dynamics. Linked with the fast pace of technological readiness, national economies not only have to go global so that they can somehow remain competitive, but they also must be ready to embrace the demands of innovation (Goh, 2005; Giget, 1997; Grossman & Helpman, 1992). The current study aims to address such a phenomenon by examining how innovation can be furthered through a knowledge-based approach. It provides clarity regarding the existing link by analyzing some of the inner variables that contribute to enhance Latin American SME´s innovation. First of all, it is important to review the innovation literature and propose that innovation has been conceptualized either from a process or from an outcome perspective. Also, demonstrating that there is a substantive difference between innovation seen in the traditional innovation literature and innovation as conceived in the knowledge management literature. Knowledge management practices can be harnessed better for innovation management and explains why organisations should foster innovation by adopting an everlasting evolving set of knowledge-based perspective. That is the reason why a theoretical framework based on a wide range of contributions is provided. Eventually, based on a thoroughly quantitative interpretation the study aims to provide empirical evidence regarding the factors that compose it. Finally, it outlines the current scenario and future challenges of exploiting knowledge for innovation.

This paper explores the mechanisms by which services firms recruit employees from external labour markets. Empirically, the study draws upon a case study of 12 software services firms located in the capital city region of Norway. The data consists of interview data gathered among HR managers and firm executives, and the CVs of newly recruited technologists. The study discusses the micro-mechanisms in firms manage and combine advantages that arise from local and place-specific conditions with advantages that arise from global technology-oriented networks when attracting human capital. The findings suggest that considering the combination of local and global networks provides a more comprehensive understanding of knowledge dynamics, and the study shows the extent to which learning capabilities of individual firms are shaped by local and globally oriented HRM practices.

This paper delves into the dynamics of buyer-seller relationships, emphasizing the need of effective coordination between business entities for competitive advantage. While rational decision-making is foundational in these relationships, a series of factors (psychological, social, biological), add complexity to the decision-making processes. Psychological factors encompass cognitive biases, emotional influences, and inherent traits of individuals. Social roles significantly impact power dynamics and negotiation processes. Biological factors, such as hormone levels and neurotransmitter activity, also influence decision-making behaviours. An interdisciplinary approach is vital to understand these complexities, integrating insights from disciplines like behavioural economics, psychology, sociology, biology, and neurosciences. Behavioural economics offers insights into non-rational aspects of decision-making, while psychology and sociology provide understanding on social roles, organizational dynamics, and interpersonal relationships. Additionally, biology and neurosciences highlight the influence of biological factors on decision-making behaviours. The paper also discusses the role of Artificial Intelligence (AI) in decision-making. While AI can enhance decision-making through advanced analytical capabilities, it lacks the nuanced qualities of human intuition, which is rooted in experience, emotional intelligence, and understanding of complex relational dynamics. Striking a balance between AI’s analytical prowess and human intuition is crucial for optimizing decision-making processes in vertical business relationships. Ethical considerations, including data privacy, transparency, accountability, and algorithmic biases, also emerge as important aspects in the integration of AI. Trust and communication are foundational pillars in vertical relationships. Trust facilitates cooperation and contributes to long-term success, while effective communication ensures alignment in objectives and prevents misunderstandings and conflicts. Cultural intelligence is essential, especially in cross-cultural interactions, to navigate cultural complexities effectively. Ethical considerations, transparency, fairness, and upholding high ethical standards are crucial for building and maintaining trust and credibility in these relationships. The final objective of the paper is to underscore the importance of coordination and collaboration in vertical relationships for achieving a competitive edge in the marketplace. An interdisciplinary approach, integrating insights from various disciplines, and balancing AI’s analytical capabilities with human intuition are vital for optimizing decision-making processes. Trust, effective communication, cultural intelligence, and ethical considerations stand as fundamental pillars for building sustainable and mutually beneficial vertical relationships. Continuous research and understanding in this area are pivotal for businesses aiming to thrive in today’s competitive landscape.

While significant efforts have been made by organizations and governments to promote sustainable tourism practices, it is evident that a shared framework for designing, monitoring, and planning tourism strategies is still lacking. This study aims to address the challenges of information sharing, comparability of approaches, and dissemination of lessons learned across the tourism ecosystem. Insights from many disciplines, including tourism, ecology, economics, and urban planning, are used to suggest the adoption of a methodological perspective grounded in complex systems theory. The study’s theoretical and analytical framework aims to provide a comprehensive understanding of the spatial complexity involved in defining and managing tourist systems at the territorial scale. By integrating insights from big data, local systems, and specialized tourism, the research offers a nuanced and holistic approach to long-range planning for territorial development. After a thorough examination of the existing literature and research, critical aspects related to tourism strategy planning have been identified. These include challenges in taxonomy, definitions of sustainability in tourism development, and the absence of tools for assessing and monitoring tourism ecosystem components at a territorial scale. The methodology consists of two interconnected phases. In the first phase, a clear taxonomy is adopted, which is derived from an extensive literature review. This taxonomy specifically targets the identified limitations in existing frameworks. It comprises three main ontological classes: ‘Destination Area’ (DA), ‘Tourism System’ (TS), and ‘Tourism Ecosystem’ (TE). These classes serve as analytical scales and offer both spatial and functional interpretations. Emphasizing sustainability as a focal point, this approach stands as a crucial tool for supporting territorial planning. The research outcomes contribute not only to the academic understanding of territorial-scale tourism but also provide practical insights for decision-making and planning processes. This study proposes a comprehensive framework for analyzing and planning tourism ecosystems, with the aim of promoting sustainable development in the wider territorial landscape.

This study explores the effects of Corporate Social Innovation (CSI) projects initiated by Multinational Enterprises (MNEs) in developing countries, specifically in the Dominican Republic. The focus is on the post-project sustainability and evolution of social innovations in the ecosystem. By using an interdisciplinary approach that combines managerial theories and Agent Based Modelling simulations, the study aims to understand the complex dynamics that enable Autonomous Social Innovation (ASI) after MNEs withdraw their direct involvement. The study tracks the critical roles, behaviours, and relationships of local stakeholders who continue to drive social innovation. Key findings suggest that the long-term impact of CSI projects depends on the cohesive interplay between local stakeholders’ capacities to utilize available resources and their ability to maintain the social structures that support collaborative innovation. The study identifies potential pathways and challenges for scaling up and replicating ASI, providing valuable insights for MNEs to align their strategies with the long-term developmental needs of local communities. The research enhances our comprehension of the crucial variables and conditions that impact the sustainability of social innovation without MNEs support. Additionally, it provides detailed insights into the strategic significance of MNEs in initiating sustainable practices that continue to benefit local ecosystems long after their direct involvement ceases. This can guide the structuring of CSI projects for durable community development.

The increasing significance of Artificial Intelligence (AI) across sectors ranging from manufacturing to hospitality is transforming business models and prompting the emergence of new ones. To study this evolution the Business Model Canvas, a framework illustrating key aspects like value creation and customer relationships is an ideal starting point. This study therefore explores how AI advancements impact the business model at various company life-cycle stages—start-up, growth, maturity, and decline. It scrutinizes AI’s role in reshaping business strategies and operations, using a systematic literature review to assess AI’s integration within the Canvas’s nine elements. The objective is to offer a nuanced understanding of AI’s influence on business model innovation during different developmental phases, highlighting challenges and opportunities. This research, enhanced by AI tools like Chat-GPT, aims to deepen the discourse on AI’s contribution to business evolution, providing insights for academics and practitioners on leveraging AI for sustainable business growth at different company life-cycle stages.

This study aims to examine the effect of community orientation on the success of Public Benefit crowdfunding campaigns. The main objective is to analyze how the emphasis on community orientation and involvement affects the effectiveness of these campaigns in achieving the Sustainable Development Goals (SDGs). To test the research hypothesis, a quantitative research methodology is implemented based on a sample of 83 Public Benefit crowdfunding campaigns promoted on the Kickstarter platform. The results obtained will show a significant negative relationship between community orientation and the success of Public Benefit crowdfunding campaigns. This suggests that campaigns that support sustainable initiatives and emphasize community orientation tend to receive less financial support. The relevance of the following study contributes to the understanding of the dynamics of Public Benefit crowdfunding campaigns and offers interesting insights for organizations and entrepreneurs seeking to promote sustainability initiatives through alternative finance, emphasizing the importance of balancing community orientation with effectiveness in achieving sustainability goals.

Within the expansive domain of mega-projects, a focal area of significant relevance is the management of major sporting events. Investigating sports events within the context of mega-projects not only holds intrinsic interest but also carries substantial importance for the advancement of mega-project management and accounting literature. This unique perspective introduces a fresh dimension to the existing literature, diverging from the traditional ex-post emphasis on legacy assessments within mega-projects. Thus, our discussion paper attempts to combine the evaluations of sustainability disclosure and legacy evaluation in the debate on mega-sport event. This proposition is underpinned by two primary driving forces in the ongoing scholarly discourse: the progressive orientation towards sustainability principles, as well as the mutual call from various scholars for cross-fertilization and integration of the study focus areas. In light of this rationale, and following an examination of existing legacy evaluation models conducive to informing discussions on the integration of sustainability dimensions, we have adopted the framework proposed by Preuss (2007) due to its widespread adoption and dissemination within the literature, as well as its inherent focus on longitudinally measuring legacy. Consequently, this study follows and structures the dissertation according to Preuss’s (2007) work and framework, discussing the different elements of legacy: infrastructure, knowledge, image, emotions, networks, culture. Accordingly, a discussion is provided for each of the themes and dimensions involved. For each of the elements is contextually provided a preliminary discussion of both the aspects of legacy involved, in relation to the aspects of sustainability disclosure in sport mega-events. In conclusion, our research agenda advocates for a comprehensive and interconnected approach in shaping future studies, aligning with the concept of ‘cross-fertilisation’ outlined in the recent ‘Manifesto for project management research’ proposed by Locatelli et al. (2023). Furthermore, our proposal suggests the adoption of broadly accepted criteria for assessing the socio-economic and environmental impacts of such interventions.

The exploration of immigrant entrepreneurship has garnered increasing attention within economic and managerial literature, owing to the surge in migratory movements towards developed or rapidly progressing nations. The presence and growth of businesses overseen by foreign immigrants have significantly reshaped the entrepreneurial landscape. Of particular note is the discernible trend towards heightened entrepreneurial activities led by immigrant women. This inclination is likely fuelled by reduced networking challenges and the catalysing effect on the establishment of additional women-led enterprises. Over the past five decades, the role of women in society and entrepreneurship has undergone substantial transformations, particularly in the Northern hemisphere. Despite persistent gender disparities, there has been a global uptick in businesses managed by women, marking a paradigm shift towards inclusive entrepreneurship. While the proliferation of female enterprises is evident globally, advanced nations have witnessed a notable surge, particularly in the United States and Europe, where liberalization policies have facilitated business creation. Scholarly interest in female entrepreneurship has gained momentum in recent years, with studies exploring various facets, including motivations and challenges. This research aims to fill this gap by conducting a comprehensive literature review to understand the reasons behind the prevalence of immigrant businesses in Italy, particularly those led by women. It addresses the following research questions: RQ1. What is the quantitative magnitude of immigrant businesses led by women? RQ2. What are the driving factors of this phenomenon? By analysing the intersection of gender and ethnicity in entrepreneurship, this research sheds light on how various resources shape entrepreneurial strategies and their outcomes. It classifies businesses as female-led based on women’s majority presence, offering a nuanced perspective on immigrant female entrepreneurship. Despite prevailing stereotypes, almost exalting the successful white male entrepreneur to hero status, this research underscores the significance of immigrant women entrepreneurs. This research contributes to gender studies and female entrepreneurship literature, highlighting immigrant women-led businesses as an emerging and pivotal theme. It offers insights into novel trends and potential research directions, while raising awareness about the existence and importance of these businesses in Italy’s entrepreneurial landscape.