Time out of work: career costs for men and women US managers

Abstract

PurposeThis study examines the impact of employment gaps on career success for men and women managers. Women have had concerns about their ability to achieve career success in managerial careers that had required uninterrupted commitment.Design/methodology/approachThe study analyzes mail survey data collected in early post‐MBA career from men and women MBAs. Two cohorts of alumni were sent surveys containing questions on career and demographic factors. Career success was assessed using an objective measure (yearly income) and a subjective measure (career satisfaction).FindingsMBAs with employment gaps earned less than those continuously employed for both the early and recent cohorts. This income penalty appears to be worse for men. Career satisfaction is not impacted by an employment gap for the recent cohort.Research limitations/implicationsSince the sample is geographically limited, the findings may not apply to other regions of the US or other countries.Practical implicationsThere is still a bias against managers with discontinuous work histories. While the managers themselves have accepted alternate career patterns, employers have not. The nature of career paths is changing and organizations need to accept this.Originality/valueThe study contributes to the career literature by providing analyses of two data sets from different decades with the same controlled educational background. It seems that women and men can achieve a satisfying managerial career even with time out of work although there are still some income penalties.