How do you Make it to the Top? An Examination of Influences on Women's and Men's Managerial Advancement

Tharenou, Phyllis; Latimer, Shane; Conroy, Denise

doi:10.5465/256604

Cited by 189 publications

(254 citation statements)

References 44 publications

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“…Women's voice research was thus concerned with highlighting gender difference in areas such as career progress and career orientation (e.g. Alban- Metcalfe, 1984;Burke and McKeen, 1994;Burke, Rothstein and Bristor, 1995;Davidson and Cooper, 1992;Gutek and Larwood, 1987;Hammond and Holton, 1991;Nicholson and West, 1988;Rosen, Miguel and Pierce, 1989;Tharenou, Latimer and Conroy, 1994), experience of career barriers (e.g. Adler, 1993;Coe, 1992;Hansard Society Commission, 1990;Marshall, 1984;Oakley, 2000;Povall, 1984) and leadership behaviours (Davidson and Cooper, 1987;Donnell and Hall, 1980;Ferrario, 1991;Loden, 1985;Rosener, 1990) with the explicit aim of achieving 'gender justice' through the removal of gender-based barriers to career success.…”

Section: Women's Voice Literaturementioning

confidence: 99%

25 Years On: Reflecting on the Past and Looking to the Future in Gender and Management Research

Broadbridge¹,

Simpson²

2011

British J of Management

187

234

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This paper celebrates the progress that has been made in gender and management research over the last 25 years and outlines some current challenges faced. The British Journal of Management has disseminated many of the key debates, from empirical and theoretical work, that have helped to both frame and reflect developments in the fieldand this paper charts some of this diverse terrain. Challenges include current conceptualizations that gender issues have been 'solved' with a tendency towards 'gender denial' in understandings of work based disadvantage. Future areas of research are identified including the need to continue to monitor and publicize gender difference; to clarify and conceptualize emerging gendered hierarchies and new forms of gendered power; and to reveal hidden, gendered practices and processes currently concealed within norms, customs and values.

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Section: Women's Voice Literaturementioning

confidence: 99%

25 Years On: Reflecting on the Past and Looking to the Future in Gender and Management Research

Broadbridge¹,

Simpson²

2011

British J of Management

187

234

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“…For instance, researchers link the gender diversity with managerial advancement (Tharenou et al, 1994), management style (Rigg and Sparrow, 1994), occupational merit (Lobel and Clair, 1992), occupational pressures (Granleese, 2004), and personal networks (Ibarra, 1993).…”

Section: Gender Diversitymentioning

confidence: 99%

Board diversity and firm performance: The Indonesian evidence

Darmadi¹

2011

COC

220

182

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“…Carli (1990) and Heilman and Haynes (2005) documented that in a male-dominated context, female with work experience can neutralize negative opinions about women's performance, but they are presumed to be less competent than men. Thus, women begin their careers with 20 less human capital than men and reap less compensation than men (Tharenou et al, 1994). Hillman et al (2002) showed that groups such as women can compensate for the effects of discrimination and subjective bias in selection procedures if they gain postgraduate qualifications.…”

mentioning

confidence: 99%

“…Human capital theory argues that one of the explanations for the gender wage gap is 30 the difference in human capital among individuals, such as education (Lazear and Rosen, 1990;Crossley et al, 1994;Mincer and Polachek, 1994). Tharenou et al (1994) argue that females, compared with males, have traditionally made fewer investments in education and work experience and this is reflected in lower pay and promotion. Thus, based on this argument and previous evidence, we posit that the 35 presence of qualified women directors on the BD will diminish the gender gap in pay, as qualified female directors may receive top salaries and positions as often as their male counterparts.…”

mentioning

confidence: 99%

The gender gap in pay in company boards

Pucheta‐Martínez

Bel‐Oms

2014

Industrial and Corporate Change

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The aim of this study is to analyze whether a gender wage gap exists in the boards of directors (BD) of companies listed on the Madrid Stock Exchange from 2004 to 2011. 5We hypothesize that the percentage of female directors on a BD, the presence of female directors on the Nomination and Compensation Committee, the presence of wellqualified independent women directors on BD, the sector, and the geographical region, have an effect on the gender wage gap. The results show that the percentage of female directors on a BD and the geographical region have no effect on the gender 10 wage gap. On the other hand, the finding reports that women's presence on the Nomination and Compensation Committee increases the gender gap in pay, and it is reduced when there are independent female directors who have gained a degree on the BD, and when the company operates in the finance and real estate services sector. In addition, the results also demonstrate that the seniority of the female directors de-15 creases the gender gap in pay, while there is a rise when the companies are bigger and the size of the BD and the return on assets increase. These conclusions should encourage regulatory bodies to adopt forceful rules to mitigate the gender gap in pay.JEL classification: M12, M0.

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How do you Make it to the Top? An Examination of Influences on Women's and Men's Managerial Advancement

Cited by 189 publications

References 44 publications

25 Years On: Reflecting on the Past and Looking to the Future in Gender and Management Research

25 Years On: Reflecting on the Past and Looking to the Future in Gender and Management Research

Board diversity and firm performance: The Indonesian evidence

The gender gap in pay in company boards

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