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Gender Promotion Gaps in Knowledge Work: The Role of Task Assignment in Teams

Author

Listed:
  • Cagatay Bircan

    (UCL)

  • Guido Friebel

    (Goethe-University Frankfurt)

  • Tristan Stahl

    (Goethe-University Frankfurt)

Abstract

Using rich data on personnel records, work assignments, and performance in a financial institution, we uncover the mechanisms leading to promotion gaps in knowledge teamwork. We find a substantial promotion gap for women in early career stages. Analyzing over 10,000 investment projects reveals that assignments to project team leaderships (a “promotable†task) are crucial in explaining the gaps in promotions and affect long-term careers. We find causal evidence that male supervisors favor male bankers, while women benefit from female supervisors. A survey among employees indicates that women perceive to be disadvantaged in the assignments of tasks, but they do not differ in aspirations and demand for these roles. When a new CEO entered the firm, much of the gap disappears.

Suggested Citation

  • Cagatay Bircan & Guido Friebel & Tristan Stahl, 2025. "Gender Promotion Gaps in Knowledge Work: The Role of Task Assignment in Teams," RFBerlin Discussion Paper Series 2518, Rockwool Foundation Berlin (RF Berlin).
    • Handle: RePEc:crm:wpaper:2518
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    Keywords

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    JEL classification:

    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • D22 - Microeconomics - - Production and Organizations - - - Firm Behavior: Empirical Analysis
    • J44 - Labor and Demographic Economics - - Particular Labor Markets - - - Professional Labor Markets and Occupations

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