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Subjective Appraisals of Employee Potential: Do Gender and Managerial Level Matter?

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  • Anica Rose

    (Paderborn University)

Abstract

While a growing number of empirical studies have analyzed gender differences at various career stages, there is a dearth of studies about formal appraisals of men’s and women’s career potential, i.e., their promotability. In this paper, I will empirically analyze whether female employees’ promotability assessments are systematically inferior to their equally qualified male colleagues. In doing so, I use detailed personnel data of a large global German company that has a formal promotability evaluation process in place. I consider a wide range of contextual variables that have been neglected in the past, such as information on employees’ demographic (i.e., gender, age, tenure) and job-related characteristics (i.e., pay grade, working hours, performance assessments), additional information on the employees’ direct supervisors, and the composition of the department. I find women’s likelihood of receiving an evaluation that qualifies them as promotable to be around 5 percentage points lower than for their male counterparts – the probability of receiving an outstanding assessment being only 20 percent per se. The gap is even more pronounced at around the age of 30, i.e., the average childbearing age in Germany. Furthermore, gender gaps persist at managerial levels, which points to the existence of systematic gender differences in formal promotability evaluation processes.

Suggested Citation

  • Anica Rose, 2017. "Subjective Appraisals of Employee Potential: Do Gender and Managerial Level Matter?," Working Papers Dissertations 22, Paderborn University, Faculty of Business Administration and Economics.
  • Handle: RePEc:pdn:dispap:22
    as

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    File URL: http://groups.uni-paderborn.de/wp-wiwi/RePEc/pdf/dispap/DP22.pdf
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    References listed on IDEAS

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    More about this item

    Keywords

    Gender; discrimination; promotion; promotability rating; field study;
    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
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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