Organizational demography and gender authority gaps in Dutch workplaces

Social stratification research increasingly draws attention to the role of workplaces for the (re)production of categorical inequalities. This article studies the relationship between differences between men’s and women’s chances of having a position of workplace authority – the gender authority gap – and the demographic characteristics of the organization they work in. Using unique linked employer-employee data representative of large workplaces in the Netherlands and individuals working in these organizations, I document larger gender authority gaps in organizations with larger shares of men and organizations where men have higher status than women in terms of other categorical distinctions, for example where their percentage of non-migrants is higher relative to women’s. Crucially, these findings are net of women’s and men’s individual status characteristics and human capital and related organizational characteristics. This article contributes to the literature on the gender authority gap by showing that women may be unable to reach desired jobs partially because of working in an organization with a particular demographic composition or intersection of status distinctions even when they have the qualifications to do so. In addition, the study contributes to the emerging relational inequalities literature that has thus far focused on earnings inequality by showing that predictions from this literature are consistent with the unequal distribution of desirable jobs.