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Implicit gender quota in European boardrooms

Author

Listed:
  • Joanna Tyrowicz

    (Group for Research in Applied Economics (GRAPE)
    University of Warsaw
    Institute of Labor Economics (IZA))

  • Hubert Drazkowski

    (Group for Research in Applied Economics (GRAPE))

Abstract
We test for implicit gender quotas in the boardroom. We use novel dataset covering 11 million European corporations over three decades. We find that -- accounting for the pool of available candidates -- gender-blind hiring of women to board positions is highly improbable. Implicit quotas refer to unspoken policies or practices that result in a specific gender composition. Tokenism is one such example: in order to project the reputation of supporting diversity, an organization may prefer to invite a single representative of minority (or representatives of minorities) without endowing them with actual decision power.

Suggested Citation

  • Joanna Tyrowicz & Hubert Drazkowski, 2024. "Implicit gender quota in European boardrooms," GRAPE Working Papers 96, GRAPE Group for Research in Applied Economics.
    • Handle: RePEc:fme:wpaper:96
    as

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    File URL: https://grape.org.pl/WP/96_Drazkowski_website.pdf
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    References listed on IDEAS

    as
    1. David A. Matsa & Amalia R. Miller, 2011. "Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership," American Economic Review, American Economic Association, vol. 101(3), pages 635-639, May.
    2. Lena Janys, 2022. "Testing the Presence of Implicit Hiring Quotas with Application to German Universities," ECONtribute Discussion Papers Series 165, University of Bonn and University of Cologne, Germany.
    3. Elkinawy, Susan & Stater, Mark, 2011. "Gender differences in executive compensation: Variation with board gender composition and time," Journal of Economics and Business, Elsevier, vol. 63(1), pages 23-45.
    4. Elkinawy, Susan & Stater, Mark, 2011. "Gender differences in executive compensation: Variation with board gender composition and time," Journal of Economics and Business, Elsevier, vol. 63(1), pages 23-45, January.
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    13. Mario Bossler & Alexander Mosthaf & Thorsten Schank, 2020. "Are Female Managers More Likely to Hire More Female Managers? Evidence from Germany," ILR Review, Cornell University, ILR School, vol. 73(3), pages 676-704, May.
    14. David A. Matsa & Amalia R. Miller, 2011. "Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership," American Economic Review, American Economic Association, pages 635-639.
    15. Orhun Guldiken & Mark R. Mallon & Stav Fainshmidt & William Q. Judge & Cynthia E. Clark, 2019. "Beyond tokenism: How strategic leaders influence more meaningful gender diversity on boards of directors," Strategic Management Journal, Wiley Blackwell, vol. 40(12), pages 2024-2046, December.
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    17. Ashish Arora & Michelle Gittelman & Sarah Kaplan & John Lynch & Will Mitchell & Nicolaj Siggelkow & Cristian L. Dezső & David Gaddis Ross & Jose Uribe, 2016. "Is there an implicit quota on women in top management? A large-sample statistical analysis," Strategic Management Journal, Wiley Blackwell, vol. 37(1), pages 98-115, January.
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    More about this item

    Keywords

    gender; board; diversity;
    All these keywords.

    JEL classification:

    • C81 - Mathematical and Quantitative Methods - - Data Collection and Data Estimation Methodology; Computer Programs - - - Methodology for Collecting, Estimating, and Organizing Microeconomic Data; Data Access
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity

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