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Gender, Race, and Promotions within a Private‐Sector Firm
Author(s) -
PAULIN ELIZABETH A.,
MELLOR JENNIFER M.
Publication year - 1996
Publication title -
industrial relations: a journal of economy and society
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.61
H-Index - 57
eISSN - 1468-232X
pISSN - 0019-8676
DOI - 10.1111/j.1468-232x.1996.tb00407.x
Subject(s) - race (biology) , promotion (chess) , white (mutation) , demographic economics , private sector , proposition , demography , economics , political science , sociology , economic growth , gender studies , biology , biochemistry , philosophy , epistemology , politics , law , gene
This article empirically tests the proposition that the gender‐race composition of an employee's occupation significantly affects the likelihood of promotion. Using data obtained from the personnel files of a financial services firm, we find that a high concentration of white females in an occupation adversely affects the probability of promotion, but only for white females and minorities in that occupation. A similar, attenuated pattern exists in occupations with either high concentrations of minority females or high concentrations of minority males. Additional empirical evidence suggests that the system of rules governing the promotion of white males differs significantly from that of the other three gender‐race groups.