Advanced Search
MyIDEAS: Login

Do Women Top Managers Help Women Advance? A Panel Study Using EEO-1 Records

Contents:

Author Info

  • Fidan Ana Kurtulus

    ()
    (University of Massachusetts Amherst)

  • Donald Tomaskovic-Devey

    ()
    (University of Massachusetts Amherst)

Abstract

The goal of this study is to examine whether women in the highest levels of management ranks of firms help reduce barriers to advancement in the workplace faced by women. Using a panel of over 20,000 private-sector firms across all industries and states during 1990-2003 from the U.S. Equal Employment Opportunity Commission, we explore the influence of women in top management on subsequent female representation in lower-level managerial positions in U.S. firms. Our key findings show that an increase in the share of female top managers is associated with subsequent increases in the share of women in mid-level management positions within firms, and this result is robust to controlling for firm size, workforce composition, federal contractor status, firm fixed effects, year fixed effects and industry-specific trends. The influence of women in top management positions is stronger among federal contractors, in firms with larger female labor forces, and for white women. We also find that the positive influence of women in top leadership positions on managerial gender diversity diminishes over time, suggesting that women at the top play a positive but transitory role in women’s career advancement. JEL Categories: J16, J21, J24, J44, J62, J71, J78, J82, M51

Download Info

If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
File URL: http://www.umass.edu/economics/publications/2011-14.pdf
Download Restriction: no

Bibliographic Info

Paper provided by University of Massachusetts Amherst, Department of Economics in its series UMASS Amherst Economics Working Papers with number 2011-14.

as in new window
Length:
Date of creation: Jun 2011
Date of revision:
Handle: RePEc:ums:papers:2011-14

Contact details of provider:
Postal: Thompson Hall, Amherst, MA 01003
Phone: (413)545-2590
Fax: (413)545-2921
Email:
Web page: http://www.umass.edu/economics
More information through EDIRC

Related research

Keywords: Women Managers; Gender Diversity; Discrimination; Mentoring; Promotions; Hiring and Retention;

Find related papers by JEL classification:

References

References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
as in new window
  1. Jed DeVaro & Michael Waldman, 2012. "The Signaling Role of Promotions: Further Theory and Empirical Evidence," Journal of Labor Economics, University of Chicago Press, vol. 30(1), pages 91 - 147.
  2. Jonathan S. Leonard, 1984. "Employment and Occupational Advance Under Affirmative Action," NBER Working Papers 1270, National Bureau of Economic Research, Inc.
  3. Jonathan S. Leonard, 1984. "Antidiscrimination or Reverse Discrimination: The Impact of Changing Demographics, Title VII, and Affirmative Action on Productivity," Journal of Human Resources, University of Wisconsin Press, vol. 19(2), pages 145-174.
  4. Susan Athey & Christopher Avery & Peter Zemsky, 1998. "Mentoring and Diversity," NBER Working Papers 6496, National Bureau of Economic Research, Inc.
  5. Donna S. Rothstein, 2001. "Supervisory status and upper-level supervisory responsibilities: Evidence from the NLSY79," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 54(3), pages 663-680, April.
  6. Jonathan S. Leonard, 1985. "The Effectiveness of Equal Employment Law and Affirmative Action Regulation," NBER Working Papers 1745, National Bureau of Economic Research, Inc.
  7. Giuliano, Laura & Levine, David I. & Leonard, Jonathan, 2006. "Do Race, Age, and Gender Differences Affect Manager-Employee Relations? An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm," Institute for Research on Labor and Employment, Working Paper Series qt9tc8n5j7, Institute of Industrial Relations, UC Berkeley.
  8. James J. Heckman & Kenneth I. Wolpin, 1976. "Does the contract compliance program work? An analysis of Chicago data," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 29(4), pages 544-564, July.
  9. Dennis J. Aigner & Glen G. Cain, 1977. "Statistical theories of discrimination in labor markets," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 30(2), pages 175-187, January.
  10. Laura Giuliano & David I. Levine & Jonathon Leonard, 2006. "An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm," Working Papers 0721, University of Miami, Department of Economics.
Full references (including those not matched with items on IDEAS)

Citations

Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
as in new window

Cited by:
  1. Ximena Peña & Juan Camilo Cárdenas & Hugo Ñopo & Jorge Luis Castañeda, 2013. "Mujer y movilidad social," DOCUMENTOS CEDE 010498, UNIVERSIDAD DE LOS ANDES-CEDE.
  2. Richard Fabling & Arthur Grimes & David C. Maré, 2012. "Performance Pay Systems and the Gender Wage Gap," Working Papers 12_13, Motu Economic and Public Policy Research.

Lists

This item is not listed on Wikipedia, on a reading list or among the top items on IDEAS.

Statistics

Access and download statistics

Corrections

When requesting a correction, please mention this item's handle: RePEc:ums:papers:2011-14. See general information about how to correct material in RePEc.

For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Lisa Saunders).

If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

If references are entirely missing, you can add them using this form.

If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.

If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.

Please note that corrections may take a couple of weeks to filter through the various RePEc services.