Gender diversity in top-management positions in large family and nonfamily businesses

Arbeitspapier

(Why) does the sex ratio in top-management positions in large family and nonfamily businesses differ? Using a unique data set and estimating (fractional) logit regressions we show that the female share in top-management positions in family businesses exceeds the one in nonfamily businesses. One reason is the selection mechanism social homophily from which females in family businesses benefit more because of a higher female share in the decision making body in family businesses. Another reason is the pathway self-appointment as (co-) leader of one's own business which is more common in family businesses. Nepotism seems not to play a role.

Object Details

• Language: Englisch

References and Relationships

• Bibliographic citation: Series: Working Paper ; No. 02/16

Classification and Topics

• Classification: Wirtschaft ; Economics of Gender; Non-labor Discrimination ; Corporate Culture; Diversity; Social Responsibility ; Personnel Economics: Firm Employment Decisions; Promotions
• Subject: gender diversity ; top-management positions ; family businesses ; selection mechanisms ; pathways into top-management

Contributors, Places and Time

• Event: Geistige Schöpfung
• (who): Kay, Rosemarie ; Schlömer-Laufen, Nadine
• Event: Veröffentlichung
• (who): Institut für Mittelstandsforschung (IfM) Bonn
• (where): Bonn
• (when): 2016

Further information

• Handle: http://hdl.handle.net/10419/144207
• Last update: 10.03.2025, 11:42 AM CET