The Glass Ceiling Effect

Cotter, David A.; Hermsen, Joan M.; Ovadia, Seth; Vanneman, Reeve

doi:10.1353/sof.2001.0091

Cited by 595 publications

(497 citation statements)

References 27 publications

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“…More specifically, research on differential work rewards indicates that the class ceiling effect, namely disadvantages in promotion to highest positions that cannot be explained by job-relevant characteristics of the employee, is gender specific while racial inequalities (among male workers) seem to follow a different pattern (Cotter et al 2001). On the micro level, this gender bias is reflected in different male and female employment biographies, while, at the same time, individual-level factors such as educational attainment, age, and family obligations seem to account for differences in labor market integration and careers in both women and men (Häusermann and Schwander 2009; on professions see Leuze and Rusconi 2009;Charles et al 2001;Brewster and Rindfuss 2000).…”

Section: State Of Research and Hypothesesmentioning

confidence: 99%

Top Down or Bottom Up? A Cross-National Study of Vertical Occupational Sex Segregation in Twelve European Countries

Schäfer

Tucci

Gottschall³

2012

SSRN Journal

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Starting with a comparative assessment of different welfare regimes and political economies from the perspective of gender awareness and "pro-women" policies, this paper identifies the determinants of cross-national variation in women's chances of being in a high-status occupation in twelve West European countries. Special emphasis is given to size and structure of the service sector, including share of women in public employment and structural factors such as trade union density and employment protection. The first level of comparison between men and women concentrates on gender representation in the higher echelons of the job hierarchy, while in the second section we extend the scope of analysis, comparing women in high-status occupations and low-wage employment in order to allow for a more nuanced study of gender and class interaction. The first analysis is based on European Social Survey data for the years 2002, 2004, 2006, and 2008, capturing recent trends in occupational dynamics. Results indicate that in general a large service sector and a high trade union density enhance women's chances of being in a high-status occupations while more specifically a large public sector helps to reduce channeling women in low-wage employment. Thus, equality at the top can well be paired with inequality at the bottom, as postindustrial countries with a highly polarized occupational hierarchy such as the UK show.

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Section: State Of Research and Hypothesesmentioning

confidence: 99%

Top Down or Bottom Up? A Cross-National Study of Vertical Occupational Sex Segregation in Twelve European Countries

Schäfer

Tucci

Gottschall³

2012

SSRN Journal

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“…Las mujeres parecen autolimitarse de cierta manera en el fenómeno que se ha descrito como 'techo de cristal' [22]: ellas conocen sus limitaciones al saber que deben decidir entre su vida profesional y la formación de una familia. Es una especie de 'barrera invisible' que, en cierta manera, puede considerarse que se autoimponen o que aceptan en base a las presiones externas a las que son sometidas [23].…”

Section: Liderazgo Y Mujerunclassified

Feminización en medicina: liderazgo y academia

Flores-Domı́nguez¹

2012

Educ. méd.

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“…Thus, more incentives such as childcare support need to be provided so that this can encourage women to enter the labor market [9].…”

Section: Introductionmentioning

confidence: 99%

The Role of Women Directors on Corporate Boards and Firm Financial Performance in Malaysia

Yong¹,

Tan²

2018

Topics in Economics, Business and Management

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Malaysia's Labour Force Participation Rate is at 67.8 % in June 2017 with the female labour participation rate at 54.3%. The target of Malaysia is to have women's representation of 30% in senior decision-making positions and on boards by 2016 as to accelerate the development of high-potential women leaders in the labour market and in decision-making positions across all industry sectors and business functions. The purpose of this paper is to look at various facets of corporate governance, notably the effectiveness of boards of directors and the composition of boards. In this context, the current study gauges the effects of women directors regarding firm performance issues and the benefits of female representation on boards. The research purpose is to examine the effect of board gender diversity and independence on firm performance in Malaysia's listed companies in consumer products and properties sectors covering a 10-year period from 2007 to 2016. This study also examines number of female and directors affecting the firm performance in terms of Return on Asset (ROA) and Return on Equity (ROE) specifically in two sectors which is consumer products and properties. Quantitative data was collected from the Bloomberg website and annual reports of the public listed companies in Bursa Malaysia. Board Gender diversity was found to be positively related to the firm performance. However, independent director is found insignificant to firm performance. The findings may provide some implications for future research regarding the effectiveness of board of directors towards firm performance. Nevertheless, the finding may not reflect the true picture since the percentage of female directors quite constant in Malaysia. It is recommended to promote gender equality in terms of recruiting women into the corporate board and increase the participation of women in the labour force.

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The Glass Ceiling Effect

Cited by 595 publications

References 27 publications

Top Down or Bottom Up? A Cross-National Study of Vertical Occupational Sex Segregation in Twelve European Countries

Top Down or Bottom Up? A Cross-National Study of Vertical Occupational Sex Segregation in Twelve European Countries

Feminización en medicina: liderazgo y academia

The Role of Women Directors on Corporate Boards and Firm Financial Performance in Malaysia

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