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Gender Promotion Gaps and Career Aspirations

Author

Listed:
  • Ghazala Azmat

    (ECON - Département d'économie (Sciences Po) - Sciences Po - Sciences Po - CNRS - Centre National de la Recherche Scientifique, CEPR - Center for Economic Policy Research)

  • Vicente Cuñat

    (LSE - London School of Economics and Political Science, CEPR - Center for Economic Policy Research)

  • Emeric Henry

    (ECON - Département d'économie (Sciences Po) - Sciences Po - Sciences Po - CNRS - Centre National de la Recherche Scientifique, CEPR - Center for Economic Policy Research)

Abstract
Using a representative survey of U.S. lawyers, we document a sizeable gender gap in early partnership aspirations, which explains half of the later gender promotion gap. We further document that the correlation between aspirations and effort provides a 'mechanical' link between aspirations and promotion. Early workplace experiences, such as harassment and demeaning comments, are linked to promotion aspirations. Moreover, early aspirations provide insight into eventual promotion outcomes that goes beyond what can be drawn only from expectations. Our study highlights that measuring aspirations and adapting the corporate culture that shapes them, is a key component for firms to improve workplace environments.

Suggested Citation

  • Ghazala Azmat & Vicente Cuñat & Emeric Henry, 2023. "Gender Promotion Gaps and Career Aspirations," Post-Print hal-04347611, HAL.
    • Handle: RePEc:hal:journl:hal-04347611
    Note: View the original document on HAL open archive server: https://sciencespo.hal.science/hal-04347611
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    File URL: https://sciencespo.hal.science/hal-04347611/document
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    References listed on IDEAS

    as
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    Cited by:

    1. Menaka Hampole & Francesca Truffa & Ashley Wong, 2024. "Peer Effects and the Gender Gap in Corporate Leadership: Evidence from MBA Students," CESifo Working Paper Series 11295, CESifo.

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    More about this item

    Keywords

    gender gaps; promotion; high-skilled professionals;
    All these keywords.

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J44 - Labor and Demographic Economics - - Particular Labor Markets - - - Professional Labor Markets and Occupations
    • K40 - Law and Economics - - Legal Procedure, the Legal System, and Illegal Behavior - - - General
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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