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Gender differences in promotion into top-management jobs

Author

Listed:
  • Bell, Linda

    (Department of Economics, Aarhus School of Business)

  • Smith, Nina

    (Department of Economics, Aarhus School of Business)

  • Smith, Valdemar

    (Department of Economics, Aarhus School of Business)

  • Verner, Mette

    (Department of Economics, Aarhus School of Business)

Abstract

In this paper the promotion process of top executive officers (CEOs) in Danish private firms is analysed. The main research question to be analysed is whether the lower chances for women to become promoted into top management jobs are mainly attributable to individual background characteristics and special focus is given to the effects of family related variables. The descriptive statistics suggest that the family background (marital status, number of children, spouse labour force participation, education and occupation) differs substantially by gender of individuals in top management. Furthermore, we will try to detect whether women in women-led companies are more likely to be promoted than women in firms managed by men only. The regression results show that the child variables have different effects for women (none) than for men (positive). This is interpreted as evidence of statistical discrimination of women, as the (potential) negative effect of children and parental leave behaviour is included in the constant term and hence applies to all women in the pool of potentials. Furthermore, males’ career opportunities are declining if the wife is working, whereas the women’s careers are only affected if their husbands have a high level occupation. The results also suggest that women employed in women-led firms are more likely to be promoted than in the case of not women-led firms.

Suggested Citation

  • Bell, Linda & Smith, Nina & Smith, Valdemar & Verner, Mette, 2008. "Gender differences in promotion into top-management jobs," Working Papers 08-21, University of Aarhus, Aarhus School of Business, Department of Economics.
    • Handle: RePEc:hhs:aareco:2008_021
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    File URL: http://research.asb.dk/fbspretrieve/3861/wp_08-21
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    Citations

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    Cited by:

    1. Davide Sala & Erdal Yalcin, 2012. "Export Experience of Managers and the Internationalization of Firms," ifo Working Paper Series 139, ifo Institute - Leibniz Institute for Economic Research at the University of Munich.
    2. Lalanne, Marie & Seabright, Paul, 2016. "The old boy network: The impact of professional networks on remuneration in top executive jobs," SAFE Working Paper Series 123, Leibniz Institute for Financial Research SAFE.
    3. Jannati, Sima, 2024. "The ripple effect of all-star females: Knowledge spillover and improved analyst performance," Journal of Empirical Finance, Elsevier, vol. 77(C).
    4. Steven Bednar & Dora Gicheva, 2014. "Are Female Supervisors More Female-Friendly?," American Economic Review, American Economic Association, vol. 104(5), pages 370-375, May.
    5. Davide Sala & Erdal Yalcin, 2015. "Export Experience of Managers and the Internationalisation of Firms," The World Economy, Wiley Blackwell, vol. 38(7), pages 1064-1089, July.
    6. Yalcin, Erdal & Sala, Davide, 2011. "The Role of Management in the Internationalization Process of a Firm," VfS Annual Conference 2011 (Frankfurt, Main): The Order of the World Economy - Lessons from the Crisis 48706, Verein für Socialpolitik / German Economic Association.

    More about this item

    Keywords

    Promotion process; Gender differences; Top management;
    All these keywords.

    JEL classification:

    • J30 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - General
    • J70 - Labor and Demographic Economics - - Labor Discrimination - - - General

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