Support on the way to the top? The effect of organisational equal opportunities measures on women's promotion prospects
Susanne Wanger ()
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Susanne Wanger: Institute for Employment Research (IAB), Nuremberg, Germany
No 202213, IAB-Discussion Paper from Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany]
"Even though women have been able to increase their participation in management positions to a small extent in recent years, they are still significantly underrepresented in management positions. Organisational measures to promote gender equality and work-life balance are seen as an option to reduce inequalities between men and women. However, there are relatively few firms that have formalised organisational gender equality policies. Against this background, I examine whether organisational measures may increase women's career opportunities or promote the assumption of management positions on a part-time basis. This is investigated using a German Linked-Employer-Employee dataset (LIAB) from 2012 to 2016 and logistic panel regression models. The results show that the targeted promotion of women in particular improves their chances of promotion. However, this is not the case for mothers and their chances of achieving a part-time management position: these are lower when targeted promotion of women is practised in a firm. Measures to improve reconciliation, such as firm support for childcare or for employees with dependents in need of care, have a positive effect on advancement to management positions. The effect of family-friendly working conditions in a firm is heterogeneous: while women have lower chances of promotion, their chances of obtaining a management position with reduced working hours are higher. In contrast, a firm’s membership in a family-friendly network has a negative effect on the career and promotion opportunities of women." (Author's abstract, IAB-Doku) ((en))
Keywords: Bundesrepublik Deutschland; IAB-Open-Access-Publikation; Auswirkungen; Beruf und Familie; beruflicher Aufstieg; Chancengleichheit; erwerbstätige Frauen; Führungskräfte; Geschlechterverteilung; Gleichstellungspolitik; IAB-Linked-Employer-Employee-Datensatz; IAB-Linked-Employer-Employee-Datensatz; Personalpolitik; Teilzeitarbeit; 2012-2016 (search for similar items in EconPapers)
JEL-codes: J16 J71 M12 M51 (search for similar items in EconPapers)
Pages: 62 pages
New Economics Papers: this item is included in nep-dem, nep-gen and nep-lab
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Persistent link: https://EconPapers.repec.org/RePEc:iab:iabdpa:202213
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