女性從爭取工作權到進入職場，至今已有幾十年的歷史，伴隨著教育普及及程度提高，再加上產業結構的轉變及女性特質的影響，女性對於自我的職涯發展擁有更高的自主能力，但受限於過往的傳統父權思維，在工作的配置及晉升機會上，仍存有著玻璃天花板的現象。董事會負有企業經營決策及發展方向之使命，亦為公司中最高的治理決策組織，近年來女性在董事會席次確實有緩慢增加的趨勢，但其佔比相較男性而言仍有極大的差距，在先前研究當中，董事會性別多元化的優劣仍未取得一致的共識。
因此本研究以2020年台灣上市上櫃公司為研究對象，變數資料主要取得自台灣經濟新報資料庫(TEJ)及法人投資決策支援系統(CMoney)及公開資訊觀測站(MOPS)，以普通最小平方法(OLS)多元迴歸進行測試，針對董事會女性董事多元性與公司系統風險之影響進行討論。
實證結果顯示，在不加入任何一個控制變數時，女性董事多元性與系統風險之間呈負相關，顯示女性董事比例越高會降低企業的系統風險(亦即市場風險)。然而，若在加入所有控制變數後，女性董事多元性與系統風險之間則不存在顯著統計的關聯性，顯示若女性董事比例外的控制變數若已加入模型中，女性董事比例再加入並無法統計顯著地降低企業系統風險。

With the popularization and improvement of education, the change of industrial structure and the influence of female characteristics, women have a higher degree of autonomy in their career development, but due to the traditional patriarchal mindset in the past, there is still a glass ceiling in job allocation and promotion opportunities. The board of directors is responsible for corporate management decisions and development directions, and is also the highest governance decision-making organization in the company. The number of women on the board of directors has indeed been slowly increasing in recent years, but there is still a huge gap in its proportion compared to that of men. In previous studies, there is still no consensus on the advantages and disadvantages of gender diversity in the board of directors.
Therefore, this study uses the 2020 Taiwan listed companies as the research target, and the data of variables are mainly obtained from Taiwan Economic Journal database (TEJ), Investment Decision Support System (CMoney), and Market Observation Post System (MOPS), and is tested by Ordinary Least Square (OLS) multiple regressions to discuss the impact of diversity of female board members and corporate systematic risk.
The empirical results show that there is a negative correlation between female director diversity and systematic risk when none of the control variables are included, indicating that a higher proportion of female directors reduces the systematic risk (i.e., market risk) of the firm. However, when all control variables are included, there is no statistically significant correlation between female director diversity and systematic risk, indicating that if control variables other than female directorship are included in the model, the inclusion of female directorship does not statistically significantly reduce corporate systematic risk.

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