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Sisterhood in COVID-19’s she-cession: does stronger female representation mean weaker female discrimination?

Sisterhood in COVID-19’s she-cession: does stronger female representation mean weaker female... Gender equality is an important issue targeted all around the world, see, for example, the Gender Equality Strategy articulated by the European Union (EU). These goals were hindered by COVID-19, which caused a well-documented she-cession: females were hit harder than males. This paper shows that a “sisterhood behaviour” can mitigate the effects of the she-cession: female decision-makers were more likely to favour other females in recruitment and retention.Design/methodology/approachMotivated by theories from psychology and industrial demography, we hypothesise a so-called sisterhood effect or homophily: female decision-makers are more likely to favour other females in recruitment and retention. We use firm-level survey data from 19 European countries collected before and during the first wave of the COVID-19 pandemic, and we apply a difference-in-differences methodology to test the hypothesised sisterhood behaviour.FindingsOur study finds that in firms where the top manager was a woman, gender discrimination was less likely or even not at all presented, i.e. COVID-19 did not decrease the proportion of female employees.Practical implicationsThe results suggest that promoting gender equality in leadership dimensions can also moderate discrimination at the level of the employees. Therefore, in a wider context, gender equality goals are interrelated.Originality/valueTo the best of the author’s knowledge, this paper is the first attempt to analyse the existence of the theories mentioned before in a manager – employee relationship using firm-level data from the COVID-19 period. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Sociology and Social Policy Emerald Publishing

Sisterhood in COVID-19’s she-cession: does stronger female representation mean weaker female discrimination?

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References (53)

Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
0144-333X
DOI
10.1108/ijssp-04-2024-0179
Publisher site
See Article on Publisher Site

Abstract

Gender equality is an important issue targeted all around the world, see, for example, the Gender Equality Strategy articulated by the European Union (EU). These goals were hindered by COVID-19, which caused a well-documented she-cession: females were hit harder than males. This paper shows that a “sisterhood behaviour” can mitigate the effects of the she-cession: female decision-makers were more likely to favour other females in recruitment and retention.Design/methodology/approachMotivated by theories from psychology and industrial demography, we hypothesise a so-called sisterhood effect or homophily: female decision-makers are more likely to favour other females in recruitment and retention. We use firm-level survey data from 19 European countries collected before and during the first wave of the COVID-19 pandemic, and we apply a difference-in-differences methodology to test the hypothesised sisterhood behaviour.FindingsOur study finds that in firms where the top manager was a woman, gender discrimination was less likely or even not at all presented, i.e. COVID-19 did not decrease the proportion of female employees.Practical implicationsThe results suggest that promoting gender equality in leadership dimensions can also moderate discrimination at the level of the employees. Therefore, in a wider context, gender equality goals are interrelated.Originality/valueTo the best of the author’s knowledge, this paper is the first attempt to analyse the existence of the theories mentioned before in a manager – employee relationship using firm-level data from the COVID-19 period.

Journal

International Journal of Sociology and Social Policy – Emerald Publishing

Published: Sep 26, 2024

Keywords: COVID-19; She-cession; Gender inequality; Gender discrimination; E24; J16; J71

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