Across Europe and the US, women account for a growing proportion of the labour market but they remain under-represented in “top” jobs. Specialist job markets (such as academe) provide an interesting case study for glass ceilings because all of those employed in the sector have made the same high levels of investment in human capital and typically have a strong commitment to their careers.
We explore the probability of promotion and find evidence that female scientists in the UK do face glass ceilings – although the point at which women hit the ceiling depends upon whether they are following an academic career at a University or a research career in a Research Institute. Our evidence suggests that glass ceilings arise at the point where promotion to the next grade is most demanding or difficult. In academic science this is promotion from senior lecturer to professor – at the top – and is a typical glass ceiling, whereas in research science this is promotion from scientist to senior scientist – at the bottom – and is more of a sticky floor.
Even when we control for experience, responsibilities and a range of productive characteristics we find that in universities women are less likely than men to be promoted to the top positions, a Chair, and in research institutes that they are less likely to be promoted out of post-doctoral posts. We use a decomposition analysis and find that there is evidence that women face different treatment when promotion decisions are made even when they are promoted within their own institution.
Presented by:
Sara Connolly (University of East Anglia) Co-author: Susan Long
Date & time:
June 22, 2009 3:00 pm - June 22, 2009 4:30 pm
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