Mia Hultin’s research while affiliated with Stockholm University and other places

Results from analyses of a large Swedish longitudinal data set suggest that men who work in typically female occupations have substantially better internal promotion chances than have equally qualified women in such occupations. This finding is compatible with the idea that a socalled glass escalator takes underrepresented men on an upwardly mobile internal career path at a speed that their female colleagues can hardly enjoy. Furthermore, the results indicate that men and women have equal internal career chances in male-dominated occupations. Hence, the common assumption that obstacles to women’s internal career growth are especially severe in male-dominated fields of work obtains no support.

The efficacy of policies to narrow the male/female wage differential depends partly on the size of the portion(s) of the gap targeted. Previous research finds no between-sex wage gap within occupations within employer (job-cell). This is the first study to disentangle segregation by occupation from that based on employer or on job-cell. In five industries, controlling for other forms of segregation, occupational segregation produces a gap of 11 percent (manufacturing) to 26 percent (services). The wage gaps from establishment and job-cell segregation are about 6 percent each. Since comparable worth acts on the occupation and job-cell components, it has a potentially large impact.

This study of Swedish workers investigates gender wage inequality, specifically, whether earnings are affected by the gender composition of establishments' managerial and supervisory staff. Theoretical arguments focus on managers' propensity to create and maintain or to undermine institutionalized gender bias and employees' capacity to mobilize resources and establish claims in the wage distribution process, mainly through social networks. Results show that gender-differentiated access to organizational power structures is essential in explaining women's relatively low wages. Women who work in establishments in which relatively many of the managers are men have lower wages than women with similar qualifications and job demands in establishments with more women in the power structure.

This paper examines to what extent discrimination accounts for inequalities in authority exertion between women and men in the Swedish labour-market. Processes governing authority attainment are studied in terms of human capital and family responsibilities as well as of the horizontal sex segregation in the labour-market. The empirical results strongly indicate that women are being unduly restricted from attaining supervisory positions at work, primarily within the private sector of the economy. The assumption that discrimination is brought about by decision-makers within work organizations was tentatively tested and proved not to hold, since it was determined that neither women's nor men's chances to reach higher supervisory positions are affected by the sex of the highest workplace manager. The analyses are based upon data from the 1991 Swedish Level of Living Survey and the 1991 Swedish Establishment Survey on a sample of 2017 employees.

This paper examines to what extent discrimination accounts for inequalities in authority exertion between women and men in the Swedish labour-market. Processes governing authority attainment are studied in terms of human capital and family responsibilities as well as of the horizontal sex segregation in the labour-market. The empirical results strongly indicate that women are being unduly restricted from attaining supervisory positions at work, primarily within the private sector of the economy. The assumption that discrimination is brought about by decision-makers within work organizations was tentatively tested and proved not to hold, since it was determined that neither women's nor men's chances to reach higher supervisory positions are affected by the sex of the highest workplace manager. The analyses are based upon data from the 1991 Swedish Level of Living Survey and the 1991 Swedish Establishment Survey on a sample of 2017 employees.