engleski

The glass ceiling patterns: gap evidence

The business case for gender diversity in senior and executive management positions still seems compelling all over the world, despite the fact how numerous studies have shown that companies that have the best practices for promoting women, outstrip their competition on the scale of profitability and performance in general. Nevertheless, women disproportionately are still failing to obtain and attain high-level management positions throughout different societies, sectors and professions.This paper is focused primarily on the glass ceiling theory issues aiming to explore if there are empirical evidences proving objective reasons for its influence on women careers development and advancement in the EU 28 Countries in a period from 2002-2014. Therefore, a correlation and regression analysis are used to revealing insights into gender inequality present at top managerial positions through different business sectors, levels and professions using different independent variables in order to test the non-market work in relation the glass ceiling effect.For the analysis in this paper extensive, globally consistent, open-source data were used. Predictor variable (independent variable) is population by tertiary education. The control variables (independent variable) are: Percentage of employed women without children (EWWC), Percentage of tertiary educated employed women with 1 child (EW1C), Percentage of tertiary educated employed women with 2 children (EW2C), Percentage of tertiary educated employed women with 3 or more children (EW3C).Research results given reveal ratio tertiary educated woman/men does not affect gender pay gap but increase of tertiary educated employed women without children and decrease of EW1C significantly does.Finally, conclusion, limitations and further research development in the topic frame are stated.

glass ceiling ; gender pay gap ; women career development ; gender diversity

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