characteristics. This aspiration gap can explain a large part of the gender promotion gap that is observed later. We propose a model … affects long-term promotion outcomes mediated via aspirations. Our research highlights the importance of accounting for, and … managing, career aspirations as an early intervention to close gender career gaps …

characteristics. This aspiration gap can explain a large part of the gender promotion gap that is observed later. We propose a model … affects long-term promotion outcomes mediated via aspirations. Our research highlights the importance of accounting for, and … managing, career aspirations as an early intervention to close gender career gaps …

gender discrimination within firms. Using data for 30 European countries for the period 1995-2010, we find that having a … female "boss" is associated with lower overall gender discrimination at work. The female boss effect, however, differs across … gender: it is associated with lower discrimination among female employees, but higher among male employees. We also …

Purpose Despite more than 50 years of research into gender and work, the impact of women occupying managerial positions …

This paper uses unique firm-level panel data from Japan and provides new evidence on the possible impact on gender … (WLB) practices that are developed in part to enhance gender equality as well as performance-related pay (PRP) that is one … period part-time work is found to result in a decrease in the proportion of female directors (or exacerbating gender …

. Following this change, the promotion gap disappears. The gender promotion gap prior to this policy change is partly driven by …We examine gender differences in career progression and promotions in central banking, a stereotypical male … 2010 when the ECB issued a public statement supporting diversity and took several measures to support gender balance …

Performance Work System (HPWS) is associated with greater gender diversity in the workplace while there is little evidence that … the HPWS reduces the gender pay gap. Second, work-life balance practices with limited face-to-face interactions with … gender diversity while individual incentive with subjective performance may have an opposite effect. Fourth, a rat race model …