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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| Published in | The Annals of the American Academy of Political and Social Science Vol. 639; no. 1; pp. 173 - 197 |
|---|---|
| Main Authors | , |
| Format | Journal Article |
| Language | English |
| Published |
Los Angeles, CA
Sage Publications
01.01.2012
SAGE Publications SAGE PUBLICATIONS, INC |
| Subjects | |
| Online Access | Get full text |
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| Abstract | 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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| AbstractList | 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 front the U.S. Equal Employment Opportunity Corn mission, 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 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 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. [PUBLICATION ABSTRACT] 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. 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. Reprinted by permission of Sage Publications, Inc. 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. [Reprinted by permission of Sage Publications Inc., copyright The American Academy of Political and Social Science.] |
| Author | TOMASKOVIC-DEVEY, DONALD KURTULUS, FIDAN ANA |
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| Copyright | Copyright © 2012 The American Academy of Political and Social Science American Academy of Political & Social Science 2012 Copyright SAGE PUBLICATIONS, INC. Jan 2012 |
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| Keywords | diversity promotions gender race hiring female managers discrimination mentoring retention |
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| Snippet | 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... 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... |
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| SubjectTerms | 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 |
| Title | Do Female Top Managers Help Women to Advance? A Panel Study Using EEO-1 Records |
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