Do Female Top Managers Help Women to Advance? A Panel Study Using EEO-1 Records

The goal of this study is to examine whether women in the highest levels of firms' management ranks help to reduce barriers to women's advancement in the workplace. Using a panel of more than twenty thousand firms during 1990 to 2003 from the U.S. Equal Employment Opportunity Commission, t...

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Bibliographic Details
Published inThe Annals of the American Academy of Political and Social Science Vol. 639; no. 1; pp. 173 - 197
Main Authors KURTULUS, FIDAN ANA, TOMASKOVIC-DEVEY, DONALD
Format Journal Article
LanguageEnglish
Published Los Angeles, CA Sage Publications 01.01.2012
SAGE Publications
SAGE PUBLICATIONS, INC
Subjects
Agricultural management
Career advancement
Careers
Commissions
Discrimination
Employee promotions
Employment
Employment Discrimination
Employment statistics
Females
Gender
Hispanics
Human resources
Industry
Influence
Leadership
Management
Managers
Middle management
Occupational Mobility
Race
Recruitment
Representation
Senior management
Sex
Social sciences
White people
Women
Womens studies
Working Women
Workplaces
United States > US
diversity
promotions
gender
race
hiring
female managers
discrimination
mentoring
retention
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Summary:The goal of this study is to examine whether women in the highest levels of firms' management ranks help to reduce barriers to women's advancement in the workplace. Using a panel of more than twenty thousand firms during 1990 to 2003 from the U.S. Equal Employment Opportunity Commission, the authors explore the influence of women in top management on subsequent female representation in lower-level managerial positions in U.S. firms. Key findings show that an increase in the share of female top managers is associated with subsequent increases in the share of women in midlevel management positions within firms, and this result is robust to controlling for firm size, workforce composition, federal contractor status, firm fixed effects, year fixed effects, and industry-specific trends. The authors also find that the positive influence of women in top leadership positions on managerial gender diversity diminishes over time, suggesting that women at the top play a positive but transitory role in women's career advancement.
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ISSN:0002-7162
1552-3349
DOI:10.1177/0002716211418445