The Employment of Women Managers and Professionals in an Emerging Economy: Gender Inequality as an Organizational Practice

Abstract

This paper reports a study on the recent rapid growth in labor demand in an emerging economy to isolate the organizational forces determining the representation of women in high-skill jobs from labor supply factors. Key predictions drawn from three theoretical perspectives are tested: 1) according to market incentive theories firms are motivated to use human resources including high skill women optimally; 2) according to cultural theories core national values can affect organizational gatekeepers practices; and 3) social psychological studies indicate that employees preference for social homophily can make discriminatory behavior efficient. Analysis of original survey data on 114 multinational firms based in the US and Japan and 40 domestic companies operating in Thailand suggests vague market incentives to firms and no impact of national values on the employment of women. The results show that male employees preferences are the basis of gender inequality as an organizational practice.