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Gender diversity in top-management positions in large family and nonfamily businesses

Rosemarie Kay and Schlömer-Laufen, Nadine

No 02/16, Working Papers from Institut für Mittelstandsforschung (IfM) Bonn

Abstract: (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.

Keywords: gender diversity; top-management positions; family businesses; selection mechanisms; pathways into top-management (search for similar items in EconPapers)
JEL-codes: J16 M14 M51 (search for similar items in EconPapers)
New Economics Papers: this item is included in nep-bec, nep-hme and nep-hrm
Date: 2016
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (3) Track citations by RSS feed

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Persistent link: https://EconPapers.repec.org/RePEc:zbw:ifmwps:0216

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