The purpose was to find out if greater gender diversity affected male and female aspirations to be managers
Hypothesis 1A was that: “Workplace gender diversity of peers is positively correlated with management aspirations among women, but negatively among men.” Hypothesis 1B was that: “Workplace gender diversity of peers is positively correlated with perceived career possibilities among women, but negatively among men.” The authors studied questionnaires from 2,818 respondents from 13 occupations
The data only partially supported Hypothesis 1A. Results confirmed that it was negatively correlated with men, who had a 4.6% point lower probability of being interested in a management position than males in less diverse organizations. But there was no positive effect of gender diversity on women, in contradiction of expectations. Meanwhile, Hypothesis 1B was rejected.
The authors advise organizations to look for advice in studies of management recruitment strategies for solutions to these problems. As women represent the largest pool of available resources in public organizations, they say it would be wise to focus more energy on them.
