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Factor Analysis of Promotion of employees

in the workplace:

The Gender Aspect

Based on the Israeli Social survey 2008

Nurit DobrinGeneva, March 2012

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Table 1. Employment status by sex, age 25-64

2008

women men Total

1,699,005

100.0

1,635,805

100.0

3,334,810

100.0

Total

63.7 81.3 72.4 Employed

4.3 3.4 3.8 Unemployed

32.0 15.3 23.8 Not in labour force

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Table 2. Full-time versus part-time

employment by sex, age 25-64, 2008

women men Total 1,082,137 100.0

1,297,370 100.0

2,379,507 100.0

Total

72.8 92.9 83.7 Full-time 27.2 7.1 16.3 Part-time

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Diagram 1. Gross income from work, in NIS, by sex, 2008, percentages

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Occupation, gender and promotion

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“Has there been any change in

your status at work (comparing the

beginning of your employment to the

current period)?” ““Yes, there has been promotion”:Yes, there has been promotion”:

44% of men44% of men39% of women39% of women

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Table 3. Rate of promotion of employees by occupation1 and sex, percentages

1Based on occupations at a 2-digit differentiation level. Employees in occupations

with less than 50% women Employees in occupations

with more than 50% women

Thousands Percent

956.9 100.0

965.0 100.0

Promoted at work 45.7 37.9

Men Women Men Women

Thousands 747.3 226.3 209.6 755.4

Percent 100.0 100.0 100.0 100.0

Promoted at work 44.3 50.9 43.3 36.2

Not promoted at work 55.7 49.1 56.7 63.8

973.6

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Diagram 2. Employees by sex, by gross monthly income, by education and by promotion,

percentages

0

10

20

30

40

50

60

70

80

90

100

up to3,000

3,001-4,000

4,001-5,000

5,001-6,000

6,001-7,500

7,501-10,000

10,001-14,000

14,000-21,000

morethen

21,000% acad. men % acad. Women% men prom. % women prom.

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Diagram 3. Employees with over five years of seniority in the workplace by sex, by number of weekly work

hours and by promotion, percentages

0.0

10.0

20.0

30.0

40.0

50.0

60.0

70.0

עד 9 10-19 20-29 30-39 40-44 45-49 50-59 +60

Num hours a week

hours a week men hours a week women

promotion men promotion women

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Diagram 4. Promotin of Employees with over five years of seniority, by sex and age of youngest child

in the household, percentages

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Multivariate Analysis

• The multivariate analysis demonstrates the complex outcome:– The correlation between work hours and

sex is significant:

It is women who have a higher probability of promotion.

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Diagram 5. Estimated probability of

promotion at work according to the model

womenmen

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Conclusions and Discussion

• Overall, the percentage of women reporting promotion was lower than the percentage of men

• Lower participation of women in the labor market in terms of number of work hours and full-time versus part-time work.

• Women are over-represented in jobs characterized by low wage mobility, or ‘Dead end jobs’. These jobs are especially present in the public sector

• Women report more “damage” in the occupational sphere as a result of childbirth.

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…Conclusions and Discussion

• At similar income levels, women are promoted more than men, probably due to a relatively high rate of academic degree holders among these women.

• A similar outcome is obtained when the number of work hours is held constant: in each category of work hours per week, women are promoted more.

• When the youngest child is of mandatory schooling age or older, women are promoted more.

Keeping all the relevant factors held constant, the correlation between work hours and sex is significant:

It is women who have a higher probability of promotion.

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Explanations• Several possible explanations for the fact that when

various demographical and occupational variables are held constant, women report more promotion: – Women reach these positions as a result of promotion,

whereas men reach them by other means, such as due to initial terms of employment or contract parameters.

– Women who invest the work hours and accumulate the seniority allowing progress at work may attain higher achievements, and therefore earn more promotion than men.

– A different interpretation by men and women of “promotion in status or position,” as the survey was worded.

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A Glass Ceiling

We are speaking about barriers that are not visible but rather hidden,

a phenomenon that reveals the invisible limitations and barriers that stand before women (or other minority groups) on their

path to management and leadership in various fields: politics, academics,

communications, medicine, law and others.

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More questions than answers

• The deeper question over and above the visible facts is why are women concentrated in those fields that don't allow them advancement?

• How much does freedom of choice weigh in? Do women really choose the path that allows them to combine work with responsibility for family and children?

• Or that they do not choose at all, because of the laws of nature? Laws of culture?

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Nurit Dobrin, the Social SurveyICBS