Gender Balance in Executive Management: Top-Managers' Understanding of Barriers and Solutions from the Demand–Supply Perspective
Publisher's version (útgefin grein) The under-representation of women in executive management stands in contrast to their educational attainment, and labor market participation in most countries. This paper examines to what degree top-managers in the gender equal states, Iceland and Norway, agr...
Published in: | Social Politics: International Studies in Gender, State & Society |
---|---|
Main Authors: | , |
Other Authors: | , , , , , |
Format: | Article in Journal/Newspaper |
Language: | English |
Published: |
Oxford University Press (OUP)
2018
|
Subjects: | |
Online Access: | https://hdl.handle.net/20.500.11815/880 https://doi.org/10.1093/sp/jxy012 |
Summary: | Publisher's version (útgefin grein) The under-representation of women in executive management stands in contrast to their educational attainment, and labor market participation in most countries. This paper examines to what degree top-managers in the gender equal states, Iceland and Norway, agree with established demand–supply explanations of the problem, and suggested instruments for solutions. Drawing on a quantitative dataset of 908 managers in the 250 largest companies, the results emphasize that the divide between demand- and supply-side barriers and solutions may be less clear-cut in practice than theory. Our findings suggest a combination of demand- and supply-policies to enhance gender balance in top-executive management. This project was supported by the Icelandic Centre for Research (grant number 141630-51), the Norwegian Research Council (grant number 236770), and by CORE—Centre for Research on Gender Equality (grant number 10212). Peer Reviewed |
---|