Sex Discrimination and Female Top Managers: Evidence from China

Abstract

We examine whether sex discrimination contributes to the underrepresentation of female executives in large corporations. China's strong cultural preference for sons has made newborn boys greatly outnumber newborn girls. Using the male-to-female sex ratio at birth as the proxy for discrimination against women, we find that firms headquartered in more discriminatory areas hire fewer female executives. Even conditional on a woman reaching an executive position, she faces a higher likelihood of dismissal and receives lower compensation than her male counterparts. Overall, our findings suggest that sex discrimination plays an important role in preventing women from climbing the corporate ladder.

Negotiating the female successor–leader role within family business succession in China

“…Despite leading to frustration due to role conflict, this approach to identity construction accommodates different identity standards with contradictory values by accepting women's secondary position within the family and business (Martin, 2001). In so doing, the separation between public (men) and private (women) spheres was adhered to (Gao et al, 2016). However, denouncing their successor identity to prioritise their filial daughterhood means these women were displaced and marginalised within their respective family businesses.…”

“…The combination of private ownership, economic growth and the Communist party's commitment to women's equal rights has been credited with promoting gender equality in China (Leung, 2003). These changes have weakened patriarchal structures and have increased propensity and self-determination for business ownership by women (Gao et al, 2016). The daughters who were willing to claim the successor role and become an independent leader in their respective family businesses questioned gendered succession practices and argued for their individual merit to be considered.…”

“…Powerful gendered concepts such as yin -feminine characteristics, such as being re-active, gentle and weakand yang -masculine characteristics, such as being pro-active, energetic and aggressive, serve to polarise women and men (Woodhams et al, 2015). Men are expected to perform tasks outside the household and financially support the family, while women are expected to take responsibilities within the home and are dependent on their male relatives (Gao et al, 2016). Social pressure against women's autonomy and social interactions with men outside their family is considerable (Gao et al, 2016;Leung, 2003).…”

“…Men are expected to perform tasks outside the household and financially support the family, while women are expected to take responsibilities within the home and are dependent on their male relatives (Gao et al, 2016). Social pressure against women's autonomy and social interactions with men outside their family is considerable (Gao et al, 2016;Leung, 2003). There is a strong belief that women are not suited to enact the Chinese model of entrepreneurial masculinity, which is symbolised by one that is knowledgeable, sophisticated and refined, and that can reinforce social ties of guanxi with clients or government officials by partaking in after-hour entertainment (Zheng, 2012).…”

From Neighboring Behavior to Mental Health in the Community: The Role of Gender and Work-Family Conflict

“…From the traditional Chinese gender role perspective, low-income female employees were expected to undertake responsibilities in both work and family domains [14], whereas the responsibilities of low-income male employees were limited primarily to the workplace. Particularly in desirable careers, female employees invest more time and energy than their male peers performing the same jobs [46]. Besides, the family role is more salient for female employees, who prioritize domestic duties over workplace demands [14].…”