Einde inhoudsopgave
Female representation at the corporate top (IVOR nr. 126) 2022/2.4.3
2.4.3 Career preferences
dr. mr. R.A. van ’t Foort-Diepeveen, datum 13-05-2022
- Datum
13-05-2022
- Auteur
dr. mr. R.A. van ’t Foort-Diepeveen
- JCDI
JCDI:ADS659169:1
- Vakgebied(en)
Ondernemingsrecht (V)
Ondernemingsrecht / Corporate governance
Voetnoten
Voetnoten
Acker, Sociologie du travail, 2009, 51(2); Beeson & Valerio, Business Horizons, 2012, 55(5).
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Beeson & Valerio, Business Horizons, 2012, 55(5); de Cabo et al., Corporate Governance: An International Review, 2011, 19(1).
Acker, Sociologie du travail, 2009, 51(2).
Beeson & Valerio, Business Horizons, 2012, 55(5).
Acker, Sociologie du travail, 2009, 51(2).
Acker, Sociologie du travail, 2009, 51(2); Beeson & Valerio, Business Horizons, 2012, 55(5).
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Smith et al., Industrial and Labor Relations Review, 2013, 66(2).
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H. Brockmann et al., ‘Why managerial women are less happy than managerial men’, Journal of Happiness Studies, 2018, 19(3), p. 755-779.
Women are better represented in staff positions, such as human resources (HR) departments and administrative positions, whereas men are better represented in line positions, i.e. positions that deal with core business activities, e.g. engineering or sales.1 In HR and administrative positions, women have lower chances for promotion to the top2 because these positions do not deal with core business activities.3 However, women managers have better promotion opportunities in departments with a higher number of women such as HR4 and in feminine industries such as the garment manufacturing industry.5 It is assumed that line positions provide the necessary experience for top positions,6 and therefore it is often necessary to hold line positions before being taken into account as a potential manager.7 As women are better represented in staff positions, they may not gain the necessary experience to be promoted to the top.8 This may create a barrier for women’s promotion opportunities.9 The division of women in staff positions and men in line positions may both be attributed to personal preferences or bias.10
Other reasons why women refrain from leadership positions are:
women do not want to invest as much of their time in their job as men do11;
leadership positions do not attract women12;
women do not appreciate the risks related to leadership positions13;
women are not self-confident about their abilities14;
women are dissatisfied with the career opportunities that are offered to them15;
women have less motivation to be appointed to boards16 and lower aspirations for management positions than men, which may be caused by the lack of fit resulting from stereotypes17; or finally
women are less happy than men in leadership positions because women value spare time more than men and this may decrease once they become leaders.18