The gender promotion gap prior to this policy change is partly driven by the presence of children. The presence of children and trade-offs between family and career may also hold back women from pursuing promotion (Bertrand, 2013). For instance, at the time of writing, there is not a single woman on the 30-member General Council of the European Central Bank (ECB). Taken together, these results point to the effectiveness of corporate diversity policies in reducing gender bias in promotions and lend support to supply-side explanations for the existence of remaining gender differences in promotion outcomes. Several explanations may account for the lack of women in high-level positions in the economics profession. 645 0 obj <>stream The gender gap in promotions is defined as the difference in the promotion rates of men and women. Please note that this website will be undergoing technical maintenance between 28 and 31 August. Before 2011 the gender promotion gap ten years after entry stood at over 36%, but after 2011 this gap decreased to around 8% on average, a decline of about 80%. Understanding the main drivers of the observed gender promotion gap is critically important to improving our understanding of how we can close the gender gap. To do this, we use the anonymous data provided by cookies. Publications Office of the European Union. Following this change, the promotion gap disappeared. Committee on the Status of Women in the Economics Profession (CSWEP) (2017), “2017 Annual Report”, American Economic Association (AEA). This article takes a closer look at what holds women back from making a career in economics. This results from a lower probability of women to apply for promotion, combined with a higher probability of women to be selected conditional on having applied. Using 2012-17 data on promotion applications and decisions, we explore the promotion process in depth and confirm that, during this most recent period, women are as likely to be promoted as men. observables. We would like to hear your views on this publication. The troubling news is that women are less likely to apply for a promotion in the first place. Bertrand, M. (2013), “Career, Family, and the Well-Being of College-Educated Women”, American Economic Review, Vol. Hospido, L., Laeven, L. and Lamo, A. Browse the ECB’s reports, publications and research papers and filter them by date or activity. Discover more about working at the ECB and apply for vacancies. h�bbd```b``����@$���"9��� 2�$��� "�܁$��[�D���H�* ������i+�Ɓ'9_ �3�?C�q� a�] Learn more about how we use cookies, We are always working to improve this website for our users. Note: Gender gap in the average annual probability of promotion (moving from salary band F/G to H or I) over ten years after entry at band F/G before 2011 and from 2011 onwards. Following this change, the promotion gap disappeared. For every 100 men that are promoted and hired to managers, only 72 women are promoted and hired. And can corporate diversity policies mitigate these biases? Our working paper enriches the existing literature on gender gaps in several ways.