Gender Sorting and the Glass Ceiling in High-Tech Firms
Bibliographic Data
| ID | 4785286 |
|---|---|
| Authors | Roberto M Fernandez (0000-0002-4126-4980, HEC Montréal, corresponding author), Campero (0000-0001-8795-8972, Roberto M. Fernandez is the William F. Pounds Professor of Management at the MIT Sloan School of Management. Santiago Campero is an Assistant Professor at HEC Montréal.), Santiago Campero (MitSloanSchoolOfManagement.SantiagoCamperoIsAnAssistantProfessorAtHecMontréal) |
| Year | 2017 |
| Volume | 70 |
| Issue | 1 |
| Pages | 73-104 |
| Publication date | 2017-01-01 |
| 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 | 10.1177/0019793916668875 |
| OpenAlex | W2510857969 |
| Language | EN |
| Citations received | 26 |
| References cited | 69 |
With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized high-tech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes. On the supply side, females are sorted into lower-level job queues than males. On the demand side, screening biases against women also are evident, but a series of "what if" simulations suggest that demand-side screening processes play a comparatively minor role in producing the glass ceiling pattern. These results suggest that bias remediation policies designed to equalize gender differences in hiring chances are likely to be less effective than recruitment and outreach policies designed to improve gender disparities in candidate pools
Business · Ceiling (cloud) · Demographic economics · Economic growth · Economics · Glass ceiling · Outreach · Political science · Promotion (chess) · Cultural Industries and Urban Development · Engineering · Gender Diversity and Inequality · Labor market dynamics and wage inequality
Enemy at the (house) gates
Using Administrative Data for Social Science and Policy
Network Recruitment and the Glass Ceiling
Critical Mass and Critical Representation
Brechas y oportunidades de género en la dirección de la comunicación en España
What’s the point in even trying? Women’s perception of glass ceiling drains hope
Inefficiencies and bias in first job placement
Who Shortlists? Evidence on Gender Disparities in Hiring Outcomes
Getting in the Door vs. Winning It All
Gendered Pathways to the Job Offer
At the Expense of Quality
Intersectional Dynamics of Platformed Scientific Labor in e‐Science
Decoding the Gender Gap
This Gig Is Not for Women”
Gender, parenthood, and hiring intentions in sex-typical jobs
Intersections of gender, ethnicity and age
Organizational accountability and gender segregation
Hiring Discrimination Under Pressures to Diversify
Determinants of Gender Differences in Change in Pay among Job-Switching Executives
Hiring and Intra-occupational Gender Segregation in Software Engineering
Reconsidering Occupational Internal Labor Markets
Gendered Job Search
Inside Jobs
The Demand Side of Hiring
Taking a Pass
State-level contexts and sexual minority occupational segregation in the United States
Internal labor markets and manpower analysis
Legalizing Gender Inequality
Gender and Racial Inequality at Work
Is There a Glass Ceiling in Sweden?
Gender and the labor market
Do Women Choose Different Jobs from Men? Mechanisms of Application Segregation in the Market for Managerial Workers
The Internal Economics of the Firm
Rethinking social policy
Rethinking social policy, race, poverty, and the underclass
Gender-Stereotypic Images of Occupations Correspond to the Sex Segregation of Employment
A sticky floors model of promotion, pay, and gender
Framed by Gender
Sex Typing of Jobs in Hiring
Monkey bars and ladders
Getting the offer
Minimizing Workplace Gender and Racial Bias
Why Women Work Closer to Home
Staffing Personnel
The Mommy Track and Partnership
Is There a Glass Ceiling over Europe? Exploring the Gender Pay Gap across the Wage Distribution
The Proximate Causes of Employment Discrimination
The Persistent Glass Ceiling
Glass-Ceiling Effect or Cohort Effect? A Longitudinal Study of the Gender Earnings Gap for Engineers, 1982 to 1989
And Then There were More? The Effect of Organizational Sex Composition on the Hiring and Promotion of Managers
In search of the glass ceiling
Gender and Promotion in Segmented Job Ladder Systems
Sifting and Sorting
Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
Why Not Ascription? Organizations' Employment of Male and Female Managers
Wiring the Labor Market
Why are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997-2007
The Gender Gap in Top Corporate Jobs
The Glass Ceiling Effect
Space in the Study of Labor Markets
Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work
Hierarchical Rank and Women's Organizational Mobility
Gendering the Job
The Opportunity Structure for Discrimination
Gender and the Career Choice Process
Offering a Job
Avenues of Attainment
Sex Segregation and Glass Ceilings
Gender and income in pharmacy
The myth of the glass ceiling
Competing for jobs
| Unique citing works | 26 |
|---|---|
| Citations per year | 2,89 |
| Citation span | 2017 - 2026 (10) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 23 |