The Journey of Women Up The Corporate Ladder: A Study Of The Representation of Women In Top Corporate Positions In New York State
In order for women to be equally represented on corporate boards, they must first be represented equally among officers and other managerial occupations within companies. The low percentage of women on the board of directors is a reflection of the low number of women in the highest positions within New York State corporations. This paper explores the factors that influence whether or not there is female representation in the top levels of New York State publicly traded corporations as well as the level of representation of women in these corporations. It appears that in 1999, women are still under-represented in the highest positions in business in New York State. Only 11.6 percent of corporate officers and a mere 6.3 percent of directors in this sample are female. However, the analysis suggests that women may be promoted at higher rates than men in some male-dominated industries such as high-tech industries, while it appears that women are not represented at higher rates in top corporate offices among corporations in female-dominated industries, including retail and services. Region and industry do not seem to play a large role in the representation of women. Finally, the research suggests that there is a positive relationship between the total number of officers within a corporation and the percentage of female officers. The same relationship holds with the total number of directors and the percentage of female directors in New York State based corporations. This would indicate that, overall, the representation of women at lower positions within a firm influences their representation at higher levels.
Volume (Year): 35 (2004)
Issue (Month): 1 ()
|Contact details of provider:|| Web page: https://sites.google.com/site/econnysea/|
More information through EDIRC
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.:
- Jones, David R & Makepeace, Gerald H, 1996. "Equal Worth, Equal Opportunities: Pay and Promotion in an Internal Labour Market," Economic Journal, Royal Economic Society, vol. 106(435), pages 401-409, March.
- Stephen J. Spurr, 1990. "Sex Discrimination in the Legal Profession: A Study of Promotion," ILR Review, Cornell University, ILR School, vol. 43(4), pages 406-417, July.
- Kathleen Cannings & Claude Montmarquette, 1991. "Managerial Momentum: A Simultaneous Model of the Career Progress of Male and Female Managers," ILR Review, Cornell University, ILR School, vol. 44(2), pages 212-228, January.
- Winter-Ebmer, Rudolf & Zweimuller, Josef, 1997. "Unequal Assignment and Unequal Promotion in Job Ladders," Journal of Labor Economics, University of Chicago Press, vol. 15(1), pages 43-71, January.
When requesting a correction, please mention this item's handle: RePEc:nye:nyervw:v:35:y:2004:i:1:p:16-43. 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: (Eryk Wdowiak)
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.