Department of Economics and Business Economics

Nina Smith

Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007

Research output: Working paperResearch

Standard

Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007. / Smith, Nina; Smith, Valdemar; Verner, Mette.

Bonn : IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit, 2011.

Research output: Working paperResearch

Harvard

Smith, N, Smith, V & Verner, M 2011 'Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007' IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit, Bonn.

APA

Smith, N., Smith, V., & Verner, M. (2011). Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007. Bonn: IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit.

CBE

Smith N, Smith V, Verner M. 2011. Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007. Bonn: IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit.

MLA

Smith, Nina, Valdemar Smith, and Mette Verner Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007. Bonn: IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit. 2011., 48 p.

Vancouver

Smith N, Smith V, Verner M. Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007. Bonn: IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit. 2011.

Author

Smith, Nina ; Smith, Valdemar ; Verner, Mette. / Why are so few females promoted into CEO and vice-president positions? Danish empiral evidence 1997-2007. Bonn : IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit, 2011.

Bibtex

@techreport{5e784f38fec54bffa2a754285e6b1ed2,
title = "Why are so few females promoted into CEO and vice-president positions?: Danish empiral evidence 1997-2007",
abstract = "In most OECD countries, only very few women succeed in reaching top executive positions. In this paper, the probability of promotion into VP and CEO positions is estimated based on employer-employee data on all Danish companies observed during the period 1997-2007. After controlling for a large number of family-related variables, including take-up history of maternity and paternity leave and proxies for 'female-friendly' companies, there is still a considerable gap in the promotion probabilities for CEO positions, but not for VP positions. Thus, the results cannot confirm recent theories on 'belief flipping' or disappearance of statistical discrimination against women who succeed getting into career track positions. The results reflect that the hiring decision and the decision to enter a top position as 'number one,' i.e. CEO, in the organization is very different from the decision to hire or become VP, i.e. 'number two' or lower.",
keywords = "promotion, top executive positions, statistical discrimination",
author = "Nina Smith and Valdemar Smith and Mette Verner",
year = "2011",
language = "English",
publisher = "IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit",
address = "Germany",
type = "WorkingPaper",
institution = "IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit",

}

RIS

TY - UNPB

T1 - Why are so few females promoted into CEO and vice-president positions?

T2 - Danish empiral evidence 1997-2007

AU - Smith, Nina

AU - Smith, Valdemar

AU - Verner, Mette

PY - 2011

Y1 - 2011

N2 - In most OECD countries, only very few women succeed in reaching top executive positions. In this paper, the probability of promotion into VP and CEO positions is estimated based on employer-employee data on all Danish companies observed during the period 1997-2007. After controlling for a large number of family-related variables, including take-up history of maternity and paternity leave and proxies for 'female-friendly' companies, there is still a considerable gap in the promotion probabilities for CEO positions, but not for VP positions. Thus, the results cannot confirm recent theories on 'belief flipping' or disappearance of statistical discrimination against women who succeed getting into career track positions. The results reflect that the hiring decision and the decision to enter a top position as 'number one,' i.e. CEO, in the organization is very different from the decision to hire or become VP, i.e. 'number two' or lower.

AB - In most OECD countries, only very few women succeed in reaching top executive positions. In this paper, the probability of promotion into VP and CEO positions is estimated based on employer-employee data on all Danish companies observed during the period 1997-2007. After controlling for a large number of family-related variables, including take-up history of maternity and paternity leave and proxies for 'female-friendly' companies, there is still a considerable gap in the promotion probabilities for CEO positions, but not for VP positions. Thus, the results cannot confirm recent theories on 'belief flipping' or disappearance of statistical discrimination against women who succeed getting into career track positions. The results reflect that the hiring decision and the decision to enter a top position as 'number one,' i.e. CEO, in the organization is very different from the decision to hire or become VP, i.e. 'number two' or lower.

KW - promotion, top executive positions, statistical discrimination

M3 - Working paper

BT - Why are so few females promoted into CEO and vice-president positions?

PB - IZA. Institute for the Study of Labor / Forschungsinstitut zur Zukunft der Arbeit

CY - Bonn

ER -