Corporate Social Responsibility and Discrimination Gender Bias in Pe
This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and co
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Christina Keinert-Kisin
Corporate Social Responsibility and Discrimination Gender Bias in Personnel Selection
CSR, Sustainability, Ethics & Governance
Series editors Samuel O. Idowu, London Metropolitan University, United Kingdom Rene´ Schmidpeter, Cologne Business School, Germany
More information about this series at http://www.springer.com/series/11565
Christina Keinert-Kisin
Corporate Social Responsibility and Discrimination Gender Bias in Personnel Selection
Christina Keinert-Kisin University of Vienna Vienna Austria
ISSN 2196-7075 ISSN 2196-7083 (electronic) CSR, Sustainability, Ethics & Governance ISBN 978-3-319-29156-7 ISBN 978-3-319-29158-1 (eBook) DOI 10.1007/978-3-319-29158-1 Library of Congress Control Number: 2016934627 © Springer International Publishing Switzerland 2016 This work is subject to copyright. All rights are reserved by the Publisher, whether the whole or part of the material is concerned, specifically the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfilms or in any other physical way, and transmission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodology now known or hereafter developed. The use of general descriptive names, registered names, trademarks, service marks, etc. in this publication does not imply, even in the absence of a specific statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use. The publisher, the authors and the editors are safe to assume that the advice and information in this book are believed to be true and accurate at the date of publication. Neither the publisher nor the authors or the editors give a warranty, express or implied, with respect to the material contained herein or for any errors or omissions that may have been made. Printed on acid-free paper This Springer imprint is published by Springer Nature The registered company is Springer International Publishing AG Switzerland
Preface
Women remain underrepresented in leadership positions in private as well as public sectors. Popular explanations include the following: Women choose to focus on family rather than work responsibilities and therefore have their careers stagger with motherhood. There are not enough (sufficiently) qualified women in the talent pipeline to choose from—implying once these numbers will have risen, women in leadership will increase proportionately. Women are held back by stereotypes and socialization and do not assert themselves enough in the workplace. Women are discriminated against, if not explicitly at least implicitly, as their talent and suitability are overlooked due to gender bias. The first three of these explanations focus on women’s deficits (or careeradverse behaviors). They are not empirically supported: Statistically, the talent pipeline has been “feminized” as women have been earning secondary and tertiary degrees at rates equal to or greater than men in Western coun
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