Show simple item record

dc.contributor.authorFernandez, Roberto
dc.contributor.authorAbraham, Mabel Lana Botelho
dc.date.accessioned2014-06-10T16:02:15Z
dc.date.available2014-06-10T16:02:15Z
dc.date.issued2010-08
dc.date.submitted2010-04
dc.identifier.otherMIT Sloan School Working Paper 4779-10
dc.identifier.urihttp://hdl.handle.net/1721.1/87719
dc.description.abstractNumerous studies have examined patterns of gender in equality in organizational advancement, with some showing results indicative of “glass ceilings,” where gender disparities are strong at the upper reaches of the organization, while others suggest “sticky floors,” where the gender differences in advancement occur at the lower levels of the organization. These studies, however, have been less clear on the mechanisms that produce these descriptive patterns. With few exceptions, extant studies have focused on internal promotion practices and have not addressed the extent to which these patterns might reflect gender differences in external recruitment and hiring into the organization. We construct queues consisting of both external and internal candidates—the set of candidates under consideration—for over 2,200 job openings during a 27-month period for a large retail bank. We find that women are more likely than men to be hired, and that this pattern holds for jobs up and down the organizational hierarchy. The applicant pools are themselves gendered, however, with women comprising a lower percentage of the applicant pools for high-level jobs, but a greater proportion of the pools for lower-level jobs. Since women are more likely than men to advance from each applicant pool to hire at all levels of the hierarchy, the apparent “glass ceiling” observed among job incumbents is not due to gendered screening practices. Instead, the roots of gender inequality in this firm lie in the initial sorting of applicants into queues.en_US
dc.language.isoen_US
dc.publisherAmerican Sociological Associationen_US
dc.relation.isversionofhttp://convention2.allacademic.com/one/asa/asa10/en_US
dc.rightsCreative Commons Attribution-Noncommercial-Share Alikeen_US
dc.rights.urihttp://creativecommons.org/licenses/by-nc-sa/4.0/en_US
dc.sourceSSRNen_US
dc.titleFrom Metaphors to Mechanisms: Gender Sorting in(to) an Organizational Hierarchyen_US
dc.title.alternativeFrom Metaphors to Mechanisms: Gender Sorting Into an Organizational Hierarchyen_US
dc.typeArticleen_US
dc.identifier.citationFernandez, Roberto M. and Mabel Botelho Abraham. "From Metaphors to Mechanisms: Gender Sorting in(to) an Organizational Hierarchy." ASA 2010 105th Annual Meeting, Aug. 14-17, Atlanta, GA, USA.en_US
dc.contributor.departmentSloan School of Managementen_US
dc.contributor.mitauthorFernandez, Robertoen_US
dc.contributor.mitauthorAbraham, Mabel Lana Botelhoen_US
dc.relation.journalProceedings of the ASA 2010 Annual Meetingen_US
dc.eprint.versionOriginal manuscripten_US
dc.type.urihttp://purl.org/eprint/type/ConferencePaperen_US
eprint.statushttp://purl.org/eprint/status/NonPeerRevieweden_US
dspace.orderedauthorsFernandez, Roberto M.; Abraham, Mabel Botelhoen_US
dc.identifier.orcidhttps://orcid.org/0000-0002-0461-9711
mit.licenseOPEN_ACCESS_POLICYen_US


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record