Managerial gender segregation

Date and country of first publication

2021
New Zealand

Definition

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Managerial gender segregation refers to the unequal distribution of men and women in managerial positions within an organization. This phenomenon is characterized by the underrepresentation of women in top-level, decision-making roles, with men being typically overrepresented in these positions.

There are several factors that contribute to managerial gender segregation. One major factor is gender stereotypes and biases, which can lead to the perception that men are more suited for leadership and managerial roles, while women are seen as better suited for support or caretaking roles. These biases can influence hiring and promotion decisions, perpetuating the imbalance.

Another factor is the lack of support for women in career advancement, such as limited access to mentorship and networking opportunities, as well as the "glass ceiling" effect, which refers to the invisible barriers that prevent women from advancing to top leadership positions. There may also be cultural barriers or organizational norms that favor men and hinder women's progress in managerial roles.

The consequences of managerial gender segregation are far-reaching. It perpetuates gender inequality, limits diversity of perspectives and ideas within decision-making processes, and hinders organizational performance and growth. Moreover, it can have a negative impact on job satisfaction and morale among female employees, leading to lower retention rates and higher turnover.

Addressing managerial gender segregation requires a multi-faceted approach. Organizations need to challenge and combat gender stereotypes and biases through diversity and inclusion training, as well as implementing policies and practices that promote equal opportunities for men and women to advance into managerial roles. This includes providing mentorship and leadership development programs specifically targeted at women, establishing transparent promotion and evaluation criteria, and fostering a supportive and inclusive work culture. Additionally, organizations can implement strategies such as flexible work arrangements, family-friendly policies, and parental leave benefits to support work-life balance and help mitigate some of the challenges women face in balancing career advancement with caregiving responsibilities.

Further reading

Biswas P.K.; Roberts H.; Stainback K. (2021) "Does women's board representation affect non managerial gender inequality?", Human Resource Management, 60(4), pp. 659-680. John Wiley and Sons Inc. DOI: [htttp://doi.org/10.1002/hrm.22066 10.1002/hrm.22066]