scholarly journals Analysing the Impact of the Glass Ceiling in a Managerial Career: The Case of Spain

2021 ◽  
Vol 13 (12) ◽  
pp. 6579
Author(s):  
Rosa M. Yagüe-Perales ◽  
Pau Pérez-Ledo ◽  
Isidre March-Chordà
Keyword(s):  
Labour Market ◽  
Gender Inequality ◽  
Glass Ceiling ◽  
Gender Gap ◽  
Professional Career ◽  
Two Factors ◽  
Starting Conditions ◽  
Managerial Positions ◽  
Additional Education ◽  
The Impact

The need to break down the barriers facing women in the labour market arouses great interest for reasons of social and sustainability justice. This study breaks new ground on the topic of the “glass ceiling” by assessing the evolution of gender inequality in the proportion of individuals reaching high managerial positions. The application of the csQCA method to a survey of two cohorts of Spanish graduates in management sharing the same starting conditions reveals two factors: job variety and additional education, as conditions that are usually present in a successful managerial career. Our findings confirm the prevalence of the gender gap with little progress in recent years. Women find it more difficult to promote to high managerial positions whereas being a man turns out to almost be a guarantee for eluding low managerial positions. In the context of Spain, and for sure in most other countries, the few women attaining high managerial positions still need to make a greater effort in their professional career than their male counterparts.

Addressing the “gender gap” in the managerial labour market

2007 ◽  
Vol 30 (12) ◽  
pp. 942-954 ◽  
Author(s):  
Pooran Wynarczyk
Keyword(s):  
Labour Market ◽  
Glass Ceiling ◽  
Gender Gap ◽  
Role Model ◽  
Social Research ◽  
Firm Level ◽  
Content Type ◽  
North East ◽  
The North ◽  
Model Platform

PurposeThis paper aims to investigate the “gender management gap” in the scientific labour market in the North East of England. The paper seeks to compare and contrast employment, ownership, management structure and capacity between men and women in the Science, Engineering and Technology (SET) sector.Design/methodology/approachThe empirical investigation is based on a survey of 60 SET‐based small and medium‐sized enterprises (SMEs), operating in the North East of England.FindingsThe results show that women are particularly under‐represented in managerial and senior positions of scientific nature in the private sector in the North East of England. The “glass ceiling” effect appears to be widespread.Research limitations/implicationsThere are very limited empirical data and research on the nature and level of participation of women in the scientific managerial labour market at firm level in the UK. There is a need for more rigorous research at firm and regional levels to examine the cumulative effects of underlying factors that prevent women from progression, beyond the “glass ceiling”, in the scientific labour market.Practical implicationsThis paper builds upon a research project funded by the ESRC Science in Society Programme. The key findings have resulted in a subsequent award from the Economic and Social Research Council (ESRC) Impact Grants to establish the “North East Role Model Platform for Innovative Women” in the light of the Science City Initiative.Originality/valueThe “gender management gap” in the scientific labour market in the North East of England has not, empirically, been investigated before and appears to be a highly neglected area of public policy and research.

Workers' Apprehensions Due to Plant Relocation

1979 ◽  
Vol 45 (1) ◽  
pp. 327-332
Author(s):  
Shaul Fox
Keyword(s):  
Factor Analysis ◽  
Item Questionnaire ◽  
Two Factors ◽  
Managerial Positions ◽  
Plant Relocation ◽  
The Impact

The research examined the impact of a planned relocation of a firm in Israel on the apprehensions of its employees. 134 workers were given a 12-item questionnaire which dealt with worries they had concerning their positions after the relocation. Factor analysis of the items indicated two factors, apprehensions relating to the greater distance from home and apprehensions regarding the possible changes in the job situation. Women in non-managerial positions were more apprehensive than men holding similar positions regarding the first factor, while less so regarding the second factor. The only factor which significantly correlated with the workers' intention of leaving the organization after the transfer was the distance from home.

scholarly journals Gender inequality on the labour market in the Czech Republic

2021 ◽  
Vol 129 ◽  
pp. 09023
Author(s):  
Kamila Vesela ◽  
David Krizek
Keyword(s):  
Czech Republic ◽  
Labour Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
Value Added ◽  
Labour Market Situation ◽  
Pay Gap ◽  
The Czech Republic ◽  
The Status ◽  
Future Direction

Research background: Even though we live in the 21st century, where society is no longer expected to treat women and men differently, the reality is unfortunately different. Gender differences can be observed in virtually every country in the world. In some aspects of gender inequality, the Czech Republic is doing relatively well, for example, in terms of equal access to education, but in other areas it is doing much worse. In the Czech Republic, gender inequality is manifested in particular in the gender pay gap and on the labour market situation, where female unemployment is higher than male unemployment. Purpose of the article: This article analyses gender inequality in the Czech Republic on the labour market. The aim of this article is to evaluate the state, development and estimate the future direction of the labour market with an emphasis on gender inequality. Methods: Using time-series analysis of the number of applicants at the labour offices, it assesses the status and development of gender inequality in the labour market. The analysis also includes a prediction of future developments, where the author seeks an answer to the question whether the gender gap in this area is decreasing or increasing over time. Findings & Value added: The analysis showed a persistent trend of higher unemployment among women compared to men. However, this gap is decreasing in the long term.

scholarly journals Is It Time for a Revolution in Work‒Life Balance? Reflections from Spain

2020 ◽  
Vol 12 (22) ◽  
pp. 9563
Author(s):  
Rocío Rodríguez-Rivero ◽  
Susana Yáñez ◽  
Celia Fernández-Aller ◽  
Ruth Carrasco-Gallego
Keyword(s):  
Gender Inequality ◽  
Gender Gap ◽  
Work Life ◽  
Stem Careers ◽  
Life Balance ◽  
Science Technology ◽  
Digital Divides ◽  
The World ◽  
And Mathematics ◽  
The Impact

The COVID-19 crisis has taken the world by surprise, and its effects are widening pre-existing inequalities such as socioeconomical, educational, and digital divides. The gender gap is no exception, and research shows that lockdowns are strongly impacting women, who, on the whole, are more vulnerable to the effects of a crisis. This study analyzes the impact of the COVID-19 lockdown in Spain on families, from a gender perspective. To this end, 663 participants related to the STEM (Science, Technology, Engineering, and Mathematics) fields were recruited to participate in the research through their connection with the Equality Office of the major technical university of Spain, Universidad Politécnica de Madrid, which offers most engineering and architecture degrees. The results indicate that the great myths of gender inequality are still alive in Spain, and that a crisis of this nature can perpetuate them. However, the crisis also presents an opportunity for change. Will the STEM careers be prepared to take advantage of this opportunity, or will this crisis end up perpetuating their markedly masculine character? Are we ready for a revolution? The COVID-19 crisis and its learnings about the importance of care can open the path to change.

scholarly journals AB0852 BREAKING THE GLASS CEILING IN MEXICAN RHEUMATOLOGY

2021 ◽  
Vol 80 (Suppl 1) ◽  
pp. 1450.1-1450
Author(s):  
I. J. Colunga-Pedraza ◽  
G. Serna-Peña ◽  
D. Alpizar-Rodriguez ◽  
N. Guajardo-Jauregui ◽  
R. Galarza-Molina ◽  
...  
Keyword(s):  
Glass Ceiling ◽  
Gender Gap ◽  
Cross Sectional Study ◽  
Highly Qualified ◽  
Sectional Study ◽  
Cross Sectional ◽  
Gender Perspective ◽  
Professional Career ◽  
Las Mujeres ◽  
High Level

Background:The term “glass ceiling” has been used since the late eighties, to designate an invisible barrier that prevents highly qualified women from reaching positions of responsibility in the organizations they work. (1) At first, this concept was used to analyze the career of women who, having a professional career and a high level of competition in their workplaces, encountered an interference when trying to advance in their careers. (2). The so-called “glass ceiling” refers to a last barrier based on prejudice towards women that prevents them from advancing to high-level positions.Currently, there is almost the same number of men and women affiliated to the Mexican College of Rheumatology (CMR). The position of president is the highest directorial position, we undertook the task of evaluating the percentage of women who have historically held that leadership position.Objectives:To assess the percentage of woman who have occupied the position of president of the Mexican College of Rheumatology.Methods:Observational, cross-sectional study. We evaluated the number of man and women who have historically held the position of president of the CMR.Results:Currently, the CMR has 630 active members, 308 women (48.9%) and 322 men (51.1%). Among rheumatologists younger than 40 years of age, women represent 58% (n=128). We found that historically the CMR has had 48 presidents, of which only 4 (8.3%) are women.Conclusion:There is a big gender gap between presidents of the CMR. It is important to talk about the gender perspective and recognize the causes that have originated this gap. Incorporating the gender perspective in senior management is a pending issue for our CMR.References:[1]Barberá E, Ramos A, Sarrió M, et al. Laberinto de cristal en el liderazgo de las mujeres. Psicothema 2011;23(2):173-179.[2]Bustos O. Mujeres rompiendo el techo de cristal: el caso de las universidades. OMNIA - Revista de la Coordinación de Estudios de Posgrado 2002(41);1-7.Acknowledgements:We have no acknowledgements to declare.Disclosure of Interests:None declared

scholarly journals Maestras, amor y carreras profesionales

2017 ◽  
pp. 187
Author(s):  
Teresa García Gómez
Keyword(s):  
Decision Making ◽  
Glass Ceiling ◽  
Compulsory Education ◽  
Men And Women ◽  
Professional Career ◽  
Toma De Decisiones ◽  
Managerial Positions

ResumenEste artículo tras constatar la feminización generalizada de la enseñanza obligatoria, así como la mayor participación de los maestros en los puestos directivos, aborda una de las razones que obstaculiza a las maestras a acceder y permanecer en puestos de poder y toma de decisiones, como es la dirección escolar. Dicha razón es el concepto y prácticas de amor vigentes que difieren entre hombres y mujeres, dificultando el desarrollo de la carrera profesional de las maestras, siendo éstas un apoyo constante y continuo en la de los maestros.Palabras clave: Género, Dirección escolar, Toma de decisiones, Amor, Promoción laboral, Maestras.AbstractThis article deals with one of the reasons that prevent women from getting and keeping decision-making and powerful positions, such as a headship. Before tackling this topic, we have confirmed that there is a widespread feminisation of compulsory education. We have also taken count of the fact that there are more schoolmasters taking part in managerial positions. Such reason is the existing concept and practice of love, which men and women see in a different way. This is a glass ceiling for the development of the schoolmistresses professional career. Contrary, schoolmistresses are a constant and devoted support for the schoolmasters’ professional career.Key words: Gender, headship, Decision-making, Love, Promotion, Schoolmistresses.

Gender inequalities in labour market outcomes

2017 ◽  
Vol 38 (5) ◽  
pp. 675-695 ◽  
Author(s):  
Thomas Georgiadis ◽  
George Christopoulos
Keyword(s):  
Labour Market ◽  
Gender Gap ◽  
Composite Index ◽  
Regional Level ◽  
Gender Inequalities ◽  
Valuable Insight ◽  
The European Union ◽  
Work Intensity ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to focus on the investigation of gender inequalities in the labour market at the regional level in Greece throughout the years preceding and following the economic crisis. Design/methodology/approach Utilising microdata from the European Union Statistics on Income and Living Conditions (EU-SILC) database from 2005 up to the most recent available, the authors construct the Total Earnings Gap Index, a composite index at the individual level which incorporates gender differentials in aspects related to employment, work intensity and earnings. This approach is further complemented by the results of the econometric analysis (a probit model for the probability of being in employment and a Heckman selection model for the determinants of hourly pay and hours worked), which portray the impact of gender on a set of labour-related characteristics. Findings The findings of the analysis indicate a widespread reduction of the gender gap; however, this appears to be mainly the result of a sharper fall in employment among men, hence pointing towards a “race to the bottom” process which presents few – if any – signs of an increase of women’s economic independence. The emerging picture points towards a trend of regional convergence in gender gaps, while also highlighting that similar gender equality outcomes are, in certain cases, shaped by radically different dynamics. Originality/value This paper uses an innovative composite index which provides a multi-dimensional depiction of gender inequality in the Greek labour market. This index has been introduced by Eurostat and has been applied at the country level, with this paper being the first – to the authors’ knowledge – to apply it at the regional level. Additionally, by examining years before and throughout the crisis, the present analysis adopts a dynamic perspective, offering valuable insight into the seismic shifts that Greece’s labour market structure has undergone during this period.

National Board Quotas and the Gender Pay Gap among European Managers

2019 ◽  
Vol 33 (6) ◽  
pp. 1002-1019 ◽  
Author(s):  
David J Maume ◽  
Orlaith Heymann ◽  
Leah Ruppanner
Keyword(s):  
Labour Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
European Social Survey ◽  
Gender Pay Gap ◽  
Female Representation ◽  
Pay Gap ◽  
Social Survey ◽  
National Board ◽  
Managerial Pay

As European countries have mandated quotas for women’s representation on boards, and as women have increasingly entered the ranks of management, a persistent gender gap in managerial pay remains. Drawing a sample of managers in the 2010 European Social Survey, the gender gap in pay was decomposed, finding that employer devaluation of women accounted for the majority of the gender gap in pay. This was especially true in countries without mandated quotas, but in countries that had adopted quotas for female representation on boards, results were consistent with the proposition that quotas moderated the labour market for managers (i.e. the gender gap in managerial pay was smaller as was the portion of the gap attributable to discrimination). As board quotas have increasingly been adopted across Europe, more research is needed on their ameliorative effects on gender inequality in the wider labour market.

Nierówna praca - wybrane aspekty aktywności zawodowej kobiet na przykładzie województwa pomorskiego

2017 ◽  
Vol 15 (15) ◽  
pp. 196-219
Author(s):  
Barbara Kijewska
Keyword(s):  
Economic Activity ◽  
Economic Life ◽  
Day Care Centers ◽  
Professional Career ◽  
Unequal Treatment ◽  
Economic Discrimination ◽  
Long Run ◽  
Part Time ◽  
Managerial Positions ◽  
The Impact

The issue of economic activity of women is an important subject of interest of EU and national institutions, mainly due to the lack of symmetry between men and women in terms of employment, remuneration and access to managerial positions. The constant presence of these differences, despite the existing legal regulations, is treated as an element of economic discrimination against women. In the study of economic discrimination of women the analysis also includes the division of work among family members, the impact of the decision about having children on the continuation of the professional career, and the provision of a sufficient number of day care centers for children and dependents. This paper presents basic policy regulations against unequal treatment in economic life and then illustrates selected areas of economic activity of women in the Pomeranian voivodeship. The carried out analysis allows to draw the following conclusions: • There are differences in remuneration, which in the long run affects social security, pension rights and the risk of poverty among women. • Women are overrepresented in the area of part-time employment. • The unequal division of caring duties and housework between women and men has an impact on the career of women. • Women are underrepresented in high paid jobs and decision-making positions.

Gender Inequality and Social Policy: Women and the Redundancy Payments Scheme

1985 ◽  
Vol 14 (2) ◽  
pp. 189-213 ◽  
Author(s):  
Claire Callender
Keyword(s):  
Women Workers ◽  
Social Policy ◽  
Labour Market ◽  
Gender Inequality ◽  
Gender Inequalities ◽  
Male Dominated ◽  
The Impact

AbstractThe article examines the impact of the redundancy payments legislation on women workers. The legislation's adequacy and appropriateness for women is assessed and the assumptions and values enshrined within it are analysed. The article demonstrates that the provisions of the legislation are disadvantageous to women in comparison to men, and that they in effect discriminate against them both directly and indirectly. Moreover, it is suggested that women's particular vulnerability to unemployment and redundancy may be partly explained by the actual mechanics of the redundancy legislation. It is argued that the legislation is based upon a male-dominated conceptualization of work and so fails to consider the position of women in the labour market — a market which by its very nature leads to gender inequalities.

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