Over the past 50 years, women have made significant strides in education and professional fields, breaking through barriers and challenging traditional gender roles. Yet, despite these advances, a persistent gender gap remains in leadership positions across academia, government, law, medicine, and business.
An IZA discussion paper by Francine D. Blau and Lisa M. Lynch, in honor of late IZA Research Fellow Rebecca M. Blank, examines this complex issue, highlighting the progress women have made and the obstacles that continue to hinder their advancement into senior roles. While women now make up the majority of bachelor’s, master’s, and doctoral degree recipients, their representation in top positions still lags behind that of men in many fields.
The study points out that while women have achieved near parity in some areas, such as assistant and associate professorships, they are still underrepresented at the highest levels. For instance, women constitute just 35% of full professors across all fields and only 18% in economics. Similarly, despite gains in political leadership and corporate governance, women remain a minority in top roles, such as Fortune 500 CEOs and U.S. Senators.
Family and career
The paper explores the complex reasons behind these persistent gender gaps. The evidence suggests that differences in qualifications and noncognitive skills between men and women play a role. Women often face greater challenges in balancing professional responsibilities with family life, especially in demanding fields that require long hours or inflexible schedules.
Research cited in the paper shows that having children can significantly impact women’s career trajectories, influencing decisions around labor force attachment, occupation, and career advancement. For example, women in high-skilled jobs face high penalties for shorter hours or career interruptions, which can lead to slower progress up the professional ladder.
Discrimination and subtle barriers
However, Blau and Lynch emphasize that even when accounting for these factors, discrimination and stereotyping continue to contribute significantly to the gender disparities in leadership and high-level positions. Studies indicate that both conscious and unconscious biases influence hiring, evaluation, and promotion processes. Women are often perceived as less competent or suitable for leadership roles, especially in male-dominated fields, which leads to higher scrutiny and more frequent questioning of their abilities. For instance, experimental studies have shown that women may receive less favorable evaluations than men for similar performance and are often subjected to higher standards and greater scrutiny.
Furthermore, subtle barriers and roadblocks, such as exclusion from informal networks, lack of mentorship, and fewer role models, exacerbate these disparities. The paper cites evidence that women who exhibit assertive behavior, often necessary for leadership roles, can be penalized for not conforming to traditional gender norms. This double bind can discourage women from pursuing or advancing in certain fields.