Gender divergence in career ambitions and the role of bias : a study on the origins of gender inequality within the realm of strategy consulting
Type
doctoral thesis
Date Issued
2021
Author(s)
Henkes, Benjamin
Abstract
Female professionals are significantly underrepresented in high-level positions in organizations. There are more US companies with the CEO position held by a male named David than the female CEO population overall (Johnson et al., 2016). Bias and career ambition are two relevant variables under investigation in this study to contribute to the gender equality agenda. This dissertation confirms the main hypothesis of bias mediating how women vs. men assess their career ambition employing a casual mediation analysis (Shrout & Bolger, 2002). Using a cross-sectional quantitative survey and in-depth interviews, this research reveals that ambition levels are significantly impacted by bias, which is perceived differently by male and female professionals and changes adversely by gender over the career trajectory. When moving from junior to senior ranks, women perceive a decrease in gender bias while at the same time their signaling value increases as their authority and reputation among peers rises. In contrast, the perception of bias increases for their male counterparts with an enhanced understanding and sensitivity for biases and their consequences. This dissertation provides novel evidence by employing a sample of working professionals from 29 nations to contribute to the academic debate of bias, gender discrimination, and their relation to the realm of career ambition – an area which is currently inconclusive and limited in research findings to date (Ely et al., 2014; Gino & Brooks, 2015). Results presented in this dissertation add to this debate and provide a unique view on the ambition-bias relationship combining intrapersonal and interpersonal effects of gender inequality. Working to address gender inequality is at the core of the fifth sustainable development goal as defined by the United Nations. In addition to the social justice argument, the relevance of this research is evident in firm performance findings, which show superior performance in companies with a higher representation of female leadership or more equitable board ratio (Catalyst, 2018). Institutions need to address bias and devote resources to avoid a value conflict at mid-career level leading to the loss of female talent and contributing to the presently prevailing gender gap. Closing this gap will address the social justice and firm performance argument.
Abstract (De)
Female professionals are significantly underrepresented in high-level positions in organizations. There are more US companies with the CEO position held by a male named David than the female CEO population overall (Johnson et al., 2016). Bias and career ambition are two relevant variables under investigation in this study to contribute to the gender equality agenda. This dissertation confirms the main hypothesis of bias mediating how women vs. men assess their career ambition employing a casual mediation analysis (Shrout & Bolger, 2002). Using a cross-sectional quantitative survey and in-depth interviews, this research reveals that ambition levels are significantly impacted by bias, which is perceived differently by male and female professionals and changes adversely by gender over the career trajectory. When moving from junior to senior ranks, women perceive a decrease in gender bias while at the same time their signaling value increases as their authority and reputation among peers rises. In contrast, the perception of bias increases for their male counterparts with an enhanced understanding and sensitivity for biases and their consequences. This dissertation provides novel evidence by employing a sample of working professionals from 29 nations to contribute to the academic debate of bias, gender discrimination, and their relation to the realm of career ambition – an area which is currently inconclusive and limited in research findings to date (Ely et al., 2014; Gino & Brooks, 2015). Results presented in this dissertation add to this debate and provide a unique view on the ambition-bias relationship combining intrapersonal and interpersonal effects of gender inequality. Working to address gender inequality is at the core of the fifth sustainable development goal as defined by the United Nations. In addition to the social justice argument, the relevance of this research is evident in firm performance findings, which show superior performance in companies with a higher representation of female leadership or more equitable board ratio (Catalyst, 2018). Institutions need to address bias and devote resources to avoid a value conflict at mid-career level leading to the loss of female talent and contributing to the presently prevailing gender gap. Closing this gap will address the social justice and firm performance argument.
Language
English
Keywords
Bias
Geschlechterforschung
Gleichberechtigung
Berufserfolg
EDIS-5047
HSG Classification
not classified
HSG Profile Area
None
Publisher
Universität St. Gallen
Publisher place
St.Gallen
Official URL
Subject(s)
Eprints ID
262432
File(s)![Thumbnail Image]()
Name
Dis5047.pdf
Size
1.75 MB
Format
Adobe PDF
Checksum (MD5)
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