Gender diversity in top-management positions in large family and nonfamily businesses
(Why) does the sex ratio in top-management positions in large family and nonfamily businesses differ? Using a unique data set and estimating (fractional) logit regressions we show that the female share in top-management positions in family businesses exceeds the one in nonfamily businesses. One reason is the selection mechanism social homophily from which females in family businesses benefit more because of a higher female share in the decision making body in family businesses. Another reason is the pathway self-appointment as (co-) leader of one's own business which is more common in family businesses. Nepotism seems not to play a role.
|Date of creation:||2016|
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- Kurtulus, Fidan Ana & Tomaskovic-Devey, Donald, 2012. "Do Women Top Managers Help Women Advance? A Panel Study Using EEO-1 Records," IZA Discussion Papers 6444, Institute for the Study of Labor (IZA).
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- Fidan Ana Kurtulus & Donald Tomaskovic-Devey, 2011. "Do Women Top Managers Help Women Advance? A Panel Study Using EEO-1 Records," UMASS Amherst Economics Working Papers 2011-14, University of Massachusetts Amherst, Department of Economics. Full references (including those not matched with items on IDEAS)
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