Gender Differences in Careers

Kauhanen, Antti; Napari,

doi:10.15609/annaeconstat2009.117-118.61

Cited by 15 publications

(20 citation statements)

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“…Some studies find that women gain more from promotions, some find that men gain more [7], and others find no clear differences [1], [6]. In sum, women are less likely to reach the higher rungs on the corporate ladder because they begin their careers at lower levels and are less likely to be promoted quickly.…”

Section: Antti Kauhanen | Gender Differences In Corporate Hierarchiesmentioning

confidence: 97%

“…The gender wage gap is relatively small (6-10%) [1], [2], or non-existent [3] upon labor market entry, but it increases substantially during the first ten years in the labor market. For example, in the UK, the gender wage gap is virtually zero at labor market entry, but rises to more than 25% during the first ten years [3].…”

Section: Motivationmentioning

confidence: 99%

“…A recent study investigates the careers of white-collar workers in Finnish manufacturing over time, beginning from labor market entry [1]. Approximately 40% of the workers in Finnish manufacturing are women.…”

Section: Gender Differences In Initial Job Assignmentsmentioning

confidence: 99%

“…There are several studies on gender differences in promotion rates, and their most common finding is that men are more likely to be promoted than women [1], [6]. However, a study using UK data finds no gender differences in promotion rates [7].…”

Section: Gender Differences In Promotionsmentioning

confidence: 99%

“…Earlier in this article it was noted that this affects men's and women's initial job assignments in the corporate hierarchy. The field of education also appears to affect the probability of promotion; therefore, gender differences in choice of educational field affect the overall incidence of promotions among men and women [1].…”

Section: Educational Choicesmentioning

confidence: 99%

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Gender differences in corporate hierarchies

Kauhanen¹

2017

izawol

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How and why do the careers of men and women differ? What policies could reduce the differences? ProsResearch has identified many feasible policy options to address gender differences in initial job assignments, promotion rates, and the wage returns of various career events. Appropriate policies may be designed based on research showing that gender differences in career outcomes are largely due to differences in educational background, career interruptions, hours worked, and psychological attributes. The key policy instruments are education and family-leave policies, which aim to decrease gender differences in educational background and career interruptions. ConsDesigning effective policies is difficult due to lack of agreement about the relative importance of the causes of gender differences in careers. Little evidence exists on the effects of concrete policy interventions on gender differences in careers. Most policies will only have an effect in the long term; e.g. policies to reduce gender gaps in specific fields of studies will take a long time to be reflected in career outcomes. ELEVATOR PITCHThe gender wage gap is largely due to men and women holding different kinds of jobs. This job segregation is partly driven by gender differences in careers in corporate hierarchies. Research has shown that the careers of men and women begin to diverge immediately upon entry into the labor market and that subsequent career progress exacerbates the divergence. This divergence of career progress explains a large part of the gender wage gap. Understanding how and why the careers of men and women differ is necessary to design effective policies that can reduce the gender differences in hierarchies. KEY FINDINGS AUTHOR'S MAIN MESSAGEResearch has shown that men begin their careers at higher levels in the corporate hierarchy and are also more likely to be promoted. These differences in careers are an important factor underlying the gender wage gap. Gender differences in careers reflect both the differing choices of men and women before and after entering the labor market and the different treatment of men and women in the labor market. Policy has traditionally focused on reducing discrimination in the labor market, but equally important are policies that address gender differences in career breaks, hours worked, and psychological attributes.

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Section: Antti Kauhanen | Gender Differences In Corporate Hierarchiesmentioning

confidence: 97%