Equal pay behind the “Glass Door”? The gender gap in upper management in a male‐dominated industry

Kräft, Charlotte

doi:10.1111/gwao.12890

Cited by 6 publications

(3 citation statements)

References 101 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Scientifically, the observed non-linear relationship is in line with the tipping point argument, which is also used to explain how female managers can only improve gender equality when the proportion of female managers passes a certain threshold (Kräft, 2022). Hence, scholars studying the demographic composition of an establishment should not assume linearity and study policies for older workers in their context.…”

Section: Discussionmentioning

confidence: 67%

More 50+ Workers Means More 50+ Policy—Until it Doesn’t. The Non-Linear Relation Between Proportion of Older Workers and Implementation of Policies for Older Workers

Lössbroek,

Hulsegge

2023

J Appl Gerontol

View full text Add to dashboard Cite

Personnel policies specifically for older workers can benefit both the older workers and their organization. It is often assumed that a higher percentage of older workers in an organization is associated with more policies for older workers. We hypothesize that policies accommodating older workers, such as extra leave or a reduced workload, become unfeasible if the proportion of older workers is high. We pooled data from five datasets to study eleven older-worker policies in 7330 Dutch establishments. The results show that the number of implemented personnel policies for older workers is highest in establishments where 30-50% of the workers are 50 years and older. The number of implemented policies is lower in establishments with more older than younger workers. This pattern is found for most phasing out policies.

show abstract

Section: Discussionmentioning

confidence: 67%

More 50+ Workers Means More 50+ Policy—Until it Doesn’t. The Non-Linear Relation Between Proportion of Older Workers and Implementation of Policies for Older Workers

Lössbroek,

Hulsegge

2023

J Appl Gerontol

View full text Add to dashboard Cite

show abstract

“…Despite progress in recent years, women continue to be underrepresented within the boardrooms of numerous companies worldwide (Hillman, 2015; Kräft, 2022). Although women possess a range of qualities that can enhance decision-making processes at the corporate apex and contribute to firm performance, it has been argued that their minority status hampers their ability to effectively voice their perspectives during board meetings (Davies-Netzley, 1998; Elstad and Ladegard, 2012; De Masi et al , 2021).…”

Section: Theory and Hypotheses Developmentmentioning

confidence: 99%

Is a critical mass of women always enough to improve firm performance? The importance of the institutional context

Zaccone,

Argiolas

2023

View full text Add to dashboard Cite

Purpose This paper aims to present a comprehensive theoretical framework that seeks to explore the impact of cultural, legal and social factors within the external environment on the relationship between women on corporate boards and firm performance. By investigating these boundary conditions, the paper aims to shed light on how these pressures influence the aforementioned relationship. Design/methodology/approach To build the sample of companies, the authors selected companies listed on the stock exchanges of countries that represent a diverse range of institutional contexts. These contexts encompass countries with individualistic cultures, collectivist cultures, environments with mandatory gender quotas, environments without gender quotas, contexts with substantial progress toward gender equality and contexts with limited progress in achieving gender equality. To test the hypotheses, the authors used linear regression analysis as a primary analytical approach. Furthermore, they used the propensity score matching technique to address potential issues of reverse causality and unobserved heterogeneity. Findings The findings indicate that the positive influence of a critical mass of women on corporate boards on firm performance is contingent upon the institutional context. Specifically, the authors observed that this relationship is strengthened in institutional contexts characterized by an individualistic culture, whereas it is not as pronounced in collectivist cultural contexts. Furthermore, this research provides compelling evidence that the presence of a critical mass of women on boards leads to enhanced firm performance in institutional settings where gender quotas are not binding, as opposed to settings where such quotas are enforced. Lastly, the results demonstrate that the presence of a critical mass of women on boards is associated with improved firm performance in institutional settings characterized by low progress in achieving gender equality. However, the authors did not observe the same effect in institutional contexts that have made significant strides toward gender equality. Originality/value This research offers a unique perspective by investigating the relationship between women’s presence on corporate boards and firm performance across different institutional contexts. In this investigation, the authors recognize that gender diversity on corporate boards is not a one-size-fits-all solution and that its effects can be shaped by the unique institutional contexts in which companies operate.

show abstract

“…This situation is expressed as an invisible obstacle, "a glass ceiling" built by men and society for women (Ailes & Kraushar, 2000). Rarely these glass ceilings are cracking in some sectors, but injustices such as unequal salaries stand out (Commission & Labor, 1995;Kräft, 2022).…”

Section: Glass Ceiling and Its Causesmentioning

confidence: 99%

Glass Ceiling Syndrome: A Perspective of Women Working in Health Institutions

TURAN KURTARAN,

AYDIN,

YEŞİLDAĞ

2023

eab

View full text Add to dashboard Cite

Background and Purpose: Although women constitute the majority of the workforce in the healthcare sector, the number of representations in management positions needs to be increased. This study aimed to determine female health workers' glass ceiling syndrome perception levels and examine socio-demographic variables' effect on this level. Design/methodology/approach: The research sample consists of 708 female healthcare professionals who work in six public hospitals. Perceptions were measured using the 42-item Glass Ceiling Perception scale. Measurements were made on a 5-point Likert scale ranging from 0 to 4. Findings: It was found that the glass ceiling syndrome perception levels of female healthcare professionals were neutral (1.94). It has been determined that female healthcare professionals with a high level of education, doctors and nurses, those between the ages of 26-35, those who work in medical units, and those with a child have higher perception levels of glass ceiling syndrome. JEL Code: M10, J70, M50, I19

show abstract

Equal pay behind the “Glass Door”? The gender gap in upper management in a male‐dominated industry

Cited by 6 publications

References 101 publications

More 50+ Workers Means More 50+ Policy—Until it Doesn’t. The Non-Linear Relation Between Proportion of Older Workers and Implementation of Policies for Older Workers

More 50+ Workers Means More 50+ Policy—Until it Doesn’t. The Non-Linear Relation Between Proportion of Older Workers and Implementation of Policies for Older Workers

Is a critical mass of women always enough to improve firm performance? The importance of the institutional context

Glass Ceiling Syndrome: A Perspective of Women Working in Health Institutions

Contact Info

Product

Resources

About