Le. Cohen et al., AND THEN THERE WERE MORE - THE EFFECT OF ORGANIZATIONAL SEX COMPOSITION ON THE HIRING AND PROMOTION OF MANAGERS, American sociological review, 63(5), 1998, pp. 711-727
We study how organizational sex composition influences the intraorgani
zational mobility of male and female managers. We rest hypotheses link
ing organizational sex composition to hiring and promotion using longi
tudinal data on all managers in the California savings and loan indust
ry. We find that the impact of sex composition depends on hierarchical
level: Nor only does it matter what relative proportions of men and w
omen are working in organizations, but it also matters at what levels
in the managerial hierarchies they are working. Our findings demonstra
te a catch-22 situation: Women are more likely to be hired and promote
d into a particular job level when a higher proportion of women are al
ready there. The question remains, how can women gain entry into these
positions? We also find that women are more likely to be hired and pr
omoted when there is a substantial minority of women above the focal j
ob level, but not when women constitute the majority in those higher-l
evel positions: Hence women in high ranks can sometimes be a force for
demographic change. Finally, we find evidence that women are more lik
ely to be hired and promoted when higher proportions of women hold pos
itions below the focal job level, indicating that gains made by women
are nob entirely dissipated by endogenous organizational processes.