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Support on the way to the top? The effect of organisational equal opportunities measures on women's promotion prospects

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  • Wanger, Susanne

    (Institute for Employment Research (IAB), Nuremberg, Germany)

Abstract

"Even though women have been able to increase their participation in management positions to a small extent in recent years, they are still significantly underrepresented in management positions. Organisational measures to promote gender equality and work-life balance are seen as an option to reduce inequalities between men and women. However, there are relatively few firms that have formalised organisational gender equality policies. Against this background, I examine whether organisational measures may increase women's career opportunities or promote the assumption of management positions on a part-time basis. This is investigated using a German Linked-Employer-Employee dataset (LIAB) from 2012 to 2016 and logistic panel regression models. The results show that the targeted promotion of women in particular improves their chances of promotion. However, this is not the case for mothers and their chances of achieving a part-time management position: these are lower when targeted promotion of women is practised in a firm. Measures to improve reconciliation, such as firm support for childcare or for employees with dependents in need of care, have a positive effect on advancement to management positions. The effect of family-friendly working conditions in a firm is heterogeneous: while women have lower chances of promotion, their chances of obtaining a management position with reduced working hours are higher. In contrast, a firm’s membership in a family-friendly network has a negative effect on the career and promotion opportunities of women." (Author's abstract, IAB-Doku) ((en))

Suggested Citation

  • Wanger, Susanne, 2022. "Support on the way to the top? The effect of organisational equal opportunities measures on women's promotion prospects," IAB-Discussion Paper 202213, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
    • Handle: RePEc:iab:iabdpa:202213
    DOI: 10.48720/IAB.DP.2213
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    Keywords

    Bundesrepublik Deutschland ; IAB-Open-Access-Publikation ; Auswirkungen ; Beruf und Familie ; beruflicher Aufstieg ; Chancengleichheit ; erwerbstätige Frauen ; Führungskräfte ; Geschlechterverteilung ; Gleichstellungspolitik ; IAB-Linked-Employer-Employee-Datensatz ; IAB-Linked-Employer-Employee-Datensatz ; Personalpolitik ; Teilzeitarbeit ; 2012-2016;
    All these keywords.

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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