Why are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997-2007
Bibliographic Data
| ID | 3534722 |
|---|---|
| Authors | Nina Smith (0000-0002-3728-3839, Aarhus University, corresponding author), Valdemar Smith (0000-0003-3779-7677, Aarhus University, corresponding author), Mette Verner (0000-0001-5673-2487) |
| Year | 2013 |
| Volume | 66 |
| Issue | 2 |
| Pages | 380-408 |
| Publication date | 2013-04-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Industrial and Labor Relations Review (JOURNAL) |
| Journal identifiers | ISSN: 0019-7939 • E-ISSN: 2162-271X |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/001979391306600204 |
| OpenAlex | W3121728332 |
| Language | EN |
| Citations received | 18 |
| References cited | 24 |
The authors estimate the probability of promotion into VP and CEO positions using employer-employee data from all Danish companies observed during the period 1997 to 2007. After controlling for a large number of firm and family-related variables, including take-up history of maternity and paternity leave and proxies for female-friendly companies, a considerable gap still occurs in the promotion probabilities for CEO positions. Part of the gap is due to gender differences in the area of specialization as top executive. Women tend to cluster in VP positions in HR, R&D, and IT areas in which the chances of a CEO promotion are lower than for positions as CFOs and VPs in Sales or Production areas
Business · Danish · Demographic economics · Economics · Empirical evidence · Labour economics · Political science · Promotion (chess) · Corporate Finance and Governance · Gender Diversity and Inequality · Labor market dynamics and wage inequality
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| Unique citing works | 18 |
|---|---|
| Citations per year | 1,8 |
| Citation span | 2016 - 2026 (11) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 13 |