The gender gap in executive promotions
研究发现女性高管晋升概率比男性低16%，部分原因是女性集中在支持性岗位而非盈亏责任岗位，而市场竞争、公众关注、尊重文化和董事会性别多样性可缓解这一差距。
This paper examines whether there is a gender promotion gap among executives. Using a comprehensive dataset of executives, I find that women’s promotion probability is 16% lower than men’s after controlling for educational and employment background, age, function, rank, and firm characteristics. The gap occurs partially because women are clustered in positions that support the business rather than positions with profit-and-loss responsibilities. Additionally, my analysis shows that product market competition, public attention on gender diversity, a respectful corporate culture, and board gender diversity alleviate the gender promotion gap. These findings support the notion that demand-side factors continue to hinder women’s advancement to leadership positions.