Does the presence of female decision-makers improve the crisis resilience of female employees?
Gender homophily during she-cession
Abstract
Gender equality in the labour market is becoming an increasingly important issue worldwide. The COVID-19 crisis posed a significant obstacle to achieving these goals: the recession affected women more severely than men, a phenomenon documented in the literature as the “she-cession.” This paper examines the intersection of gender homophily and female representation as a potential mitigating factor of the she-cession phenomenon. Using firm-level survey data from thirty countries, the author first demonstrates the existence of the she-cession during COVID-19. Then, motivated by various psychological and sociological theories, the paper tests the role of gender homophily and shows that during the economic recession of the COVID-19 pandemic, female decision-makers were more likely to favour female employees in hiring and retention. Employing the difference-in-differences methodology, the findings suggest that in companies led by female top managers, the she-cession phenomenon was less pronounced or entirely absent, meaning the proportion of female employees did not decrease during the first wave of COVID-19. The results indicate that promoting gender equality at the leadership level can also reduce inequalities at the employee level.
References
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KÖLLŐ JÁNOS–REIZER BALÁZS [2021]: A koronavírus-járvány első hullámának hatása a foglalkoztatásra és a vállalatok árbevételére. Közgazdasági Szemle, 68. évf. 4. sz. 345–374. o. http://dx.doi.org/10.18414/KSZ.2021.4.345.
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MONGEY, S.–PILOSSOPH, L.–WEINBERG, A. [2021]: Which workers bear the burden of social distancing? The Journal of Economic Inequality, Vol. 19. 509–526. o. https://doi.org/10.1007/s10888-021-09487-6.
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ZAMARRO, G.–PRADOS, M. J. [2021]: Gender differences in couples’ division of childcare, work and mental health during COVID-19. Review of Economics of the Household, Vol. 19. 11–40. o. https://doi.org/10.1007/s11150-020-09534-7.
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ALBANESI, S.–ŞAHIN, A. [2018]: The gender unemployment gap. Review of Economic Dynamics, Vol. 30. 47–67. o. https://doi.org/10.1016/j.red.2017.12.005.
ALBERT FRUZSINA–DÁVID BEÁTA [1999]: A bizalmas kapcsolatokról. Megjelent: Szívós Péter–Tóth István György (szerk.): Tárki Monitor jelentések: Növekedés alulnézetben. https://www.socialnetwork.hu/cikkek/m99fej42.pdf.
ALON, T.–DOEPKE, M.–OLMSTEAD-RUMSEY, J.–TERTIL, M. [2020]: This Time It’s Different: The Role of Women’s Employment in a Pandemic Recession. NBER Working Paper, No. 27660. https://doi.org/10.3386/w27660.
ALON, T.–COSKUN, S.–DOEPKE, M.–KOLL, D.–TERTILT, M. [2022]: From Mancession to Shecession: Women’s Employment in Regular and Pandemic Recessions. NBER Macroeconomics Annual, No. 36. 83–151. o. https://doi.org/10.1086/718660.
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ALWAGO, W. O. [2024]: Gender labor market outcomes during the COVID-19 pandemic: Evidence of she-cession in the Visegrád countries. Megjelent: Sávai Mariann (szerk.): Green and Digital Transitions: Global Insights into Sustainable Solutions. Szegedi Tudományegyetem Gazdaságtudományi Kar, Szeged, 233–261. o. https://doi.org/10.14232/gtk.
gdtgiss.2024.14.
ANDREW, A.–CATTAN, S.–DIAS, M. C.–FARQUHARSON, C.–KRAFTMAN, L.–KRUTIKOVA, S.–PHIMISTER, A.–SEVILLA, A. [2022]: The gendered division of paid and domestic work under lockdown. Fiscal Studies, Vol. 43. 325–340. o. https://doi.org/10.1111/1475-5890.12312.
ANGELUSZ RÓBERT–TARDOS RÓBERT [1991]: A magyarországi kapcsolathálózatok néhány sajátossága. Megjelent: Angelusz Róbert–Tardos Róbert (szerk.): Hálózatok, stílusok, struktúrák. ELTE Szociológiai Intézet – Magyar Közvéleménykutató Intézet, Budapest, 55–73. o.
BAE, K. B.–SABHARWAL, M.–SMITH, A. E.–BERMAN, E. [2016]: Does Demographic Dissimilarity Matter for Perceived Inclusion? Evidence from Public Sector Employees. Review of Public Personnel Administration, Vol. 37. 4–22. o. https://doi.org/10.1177/0734371x16671367.
BEAUREGARD, P.-L.–CONNOLY, M.–HAECK, C.–MOLNÁR, T. L. [2022]: Primary school reopenings and parental work. Canadian Journal of Economics, Vol. 55. 248–281. o. https://doi.org/10.1111/caje.12566.
BONIOL, M.–MCISAAC, M.–XU, L.–WULIJI, T.–DIALLO, K.–CAMPBELL, J. [2019]: Gender Equity in the Health Workforce: Analysis of 104 Countries. WHO Working Paper, No. 1. https://iris.who.int/bitstream/handle/10665/311314/WHO-HIS-HWF-Gender-WP1-2019.1-eng.pdf.
BROWN, R. [2000]: Social identity theory: past achievements, current problems and future challenges. European Journal of Social Psychology, Vol. 30. 745–778. o. https://doi.org/10.1002/1099-0992[200011/12]30:6%3C745::aid-ejsp24%3E3.0.co;2-o.
BYRNE, D. [1971]: The attraction paradigm. Academic Press, New York.
CARLI, L. L. [2020]: Women, Gender equality and COVID-19. Gender in Management: An International Journal, Vol. 35. 647–655. o. https://doi.org/10.1108/gm-07-2020-0236.
CASARICO, A.–LATTANZIO, S. [2022]: The heterogeneous effects of COVID-19 on labor market flows: evidence from administrative data. The Journal of Economic Inequality, Vol. 20. 537–558. o. https://doi.org/10.1007/s10888-021-09522-6.
CHOI, S. [2019]: Breaking Through the Glass Ceiling: Social Capital Matters for Women’s Career Success? International Public Management Journal, Vol. 22. 295–320. o. https://doi.org/10.1080/10967494.2018.1425225.
CUEVA, R.–DEL CARPIO, X.–WINKLER, H. [2021]: The Impacts of COVID-19 on Informal Labor Markets: Evidence from Peru. World Bank Working Paper, No. 9675. https://doi.org/10.1596/1813-9450-9675.
DANG, H.-A. H.–NGUYEN, C. V. [2021]: Gender inequality during the COVID-19 pandemic: Income, expenditure, savings, and job loss. World Development, Vol. 140. 105296. https://doi.org/10.1016/j.worlddev.2020.105296.
DE PAZ NIEVES, C.–GADDIS, I.–MULLER, M. [2021]: Gender and COVID-19: What Have We Learnt, One Year Later? World Bank Working Paper, No. 9709. https://doi.org/10.1596/1813-9450-9709.
EB [2020]: A Bizottság közleménye az Európai Parlamentnek, a Tanácsnak, az Európai Gazdasági és Szociális Bizottságnak és a Régiók Bizottságának. Az egyenlőség-központú Unió: a 2020–2025 közötti időszakra szóló nemi esélyegyenlőségi stratégia. Európai Bizottság, Brüsszel, COM(2020) 152 final. https://eur-lex.europa.eu/legal-content/HU/TXT/HTML/?uri=CELEX:52020DC0152.
EB [2022]: Gender Balance on Corporate Boards: Driving up gender equality and breaking the glass ceiling. https://commission.europa.eu/document/download/1f1ac9fd-94d1-426d-b46d-8b8dbcbea841_en?filename=Gender_Balance_on_Corporate_Boards__2_.pdf.pdf.
EC [2016]: Gender balance on corporate boards: Europe is cracking the glass ceiling. Fact sheet, European Commission Directorate-General for Justice and Consumers, https://ec.europa.eu/newsroom/document.cfm?doc_id=46280.
EU [2022]: Európai Parlament és a Tanács (EU) 2022/2381 irányelve (2022. november 23.) a nyilvánosan működő részvénytársaságok igazgatói körében a nemek közötti egyensúly javításáról és a kapcsolódó intézkedésekről. HL, L315/44. https://eur-lex.europa.eu/legal-content/HU/TXT/?uri=CELEX:32022L2381.
EUROSTAT [2009]: The impact of the crisis on employment. Statistics in focus, 79/2009. https://ec.europa.eu/eurostat/web/products-statistics-in-focus/-/ks-sf-09-079.
FABRIZIO, S.–GOMES, D. B. P.–TAVARES, M. M. [2021]: COVID-19 She-Cession: The Employment Penalty of Taking Care of Young Children. IMF Working Paper, No. 2021/058.
GRISSOM, J. A.–NICHOLSON-CROTTY, J.–KEISER, L. [2012]: Does My Boss’s Gender Matter? Explaining Job Satisfaction and Employee Turnover in the Public Sector. Journal of Public Administration Research and Theory, Vol. 22. 649–673. o. https://doi.org/10.1093/jopart/mus004.
HATMAKER, D. M.–HASSAN, S. [2023]: When do women receive managerial support? The effects of gender congruence and the manager-employee relationship. Public Management Review, Vol. 25. 22–41. o. https://doi.org/10.1080/14719037.2021.1937683.
HEILMAN, M. E. [1983]: Sex bias in work settings: The Lack of Fit model. Research in Organizational Behavior, Vol. 5. 269–298. o.
ILO [2018]: Women and men in the informal economy: a statistical picture. 3. kiadás. International Labour Organization, Genf, https://www.ilo.org/global/publications/books/WCMS_626831/lang--en/index.htm.
ILO [2021]: Building Forward Fairer: Women’s rights to work and at work at the core of the COVID-19 recovery. International Labour Organization, Genf, https://www.ilo.org/gender/Informationresources/Publications/WCMS_814499/lang--en/index.htm.
KIKUCHI, S.–KITAO, S.–MIKOSHIBA, M. [2021]: Who suffers from the COVID-19 shocks? Labor market heterogeneity and welfare consequences in Japan. Journal of the Japanese and International Economies, Vol. 59. 101117. https://doi.org/10.1016/j.jjie.2020.101117.
KÖLLŐ JÁNOS–REIZER BALÁZS [2021]: A koronavírus-járvány első hullámának hatása a foglalkoztatásra és a vállalatok árbevételére. Közgazdasági Szemle, 68. évf. 4. sz. 345–374. o. http://dx.doi.org/10.18414/KSZ.2021.4.345.
LAWRENCE, B. S.–SHAH, N. P. [2020]: Homophily: Measures and Meaning. Academy of Management Annals, Vol. 14. 513–597. o. https://doi.org/10.5465/annals.2018.0147.
MONGEY, S.–PILOSSOPH, L.–WEINBERG, A. [2021]: Which workers bear the burden of social distancing? The Journal of Economic Inequality, Vol. 19. 509–526. o. https://doi.org/10.1007/s10888-021-09487-6.
PETRONGOLO, B. [2004]: Gender segregation in employment contracts. Journal of the European Economic Association, Vol. 2. No. 2–3. 331–345. o. https://doi.org/10.1162/154247604323068032.
RIDGEWAY, C. L.–SMITH-LOVIN, L. [1999]: The gender system and interaction. Annual Review of Sociology, Vol. 25. 191–216. o. https://doi.org/10.1146/annurev.soc.25.1.191.
RIORDAN, C. M. [2000]: Relational demography within groups: Past developments, contradictions, and new directions. Research in Personnel and Human Resources Management, Vol. 19. 131–173. o. https://doi.org/10.1016/s0742-7301[00]19005-x.
SCHEEPERS, D.–ELLEMERS, N. [2019]: Social Identity Theory. Megjelent: Sassenberg, K.–Vliek, M. L. W. (szerk.): Social Psychology in Action: Evidence-Based Interventions from Theory to Practice. Springer International Publishing, Cham, 129–143. o. https://doi.org/10.1007/978-3-030-13788-5_9.
SORKIN, I. [2017]: The Role of Firms in Gender Earnings Inequality: Evidence from the United States. American Economic Review: Papers & Procedings, Vol. 107. 384–387. o. https://doi.org/10.1257/aer.p20171015.
TAJFEL, H. [1978]: Social categorization, social identity and social comparisons. Megjelent: Tajfel, H. (szerk.): Differentiation between social groups. Academic Press, London, 61–76. o.
TSUI, A. S.–O’REILLY, C. A. [1989]: Beyond Simple Demographic Effects: The Importance of Relational Demography in Superior-Subordinate Dyads. The Academy of Management Journal, Academy of Management, Vol. 32. 402–423. o. https://doi.org/10.2307/256368.
UN [2020a]: Policy Brief: The Impact of COVID-19 on Women. United Nations, https://unsdg.un.org/resources/policy-brief-impact-covid-19-women.
UN [2020b]: From insights to action: Gender equality in the wake of COVID-19. United Nations, https://doi.org/10.18356/f837e09b-en.
UN [2022]: Government responses to COVID-19: Lessons on gender equality for a world in turmoil. United Nations, https://www.unwomen.org/en/digital-library/publications/2022/06/government-responses-to-covid-19-lessons-on-gender-equality-for-a-world-in-turmoil.
UN WOMEN [2020]: From insight to action: Gender equality in the wake of COVID-19. https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/Library/Publications/2020/Gender-equality-in-the-wake-of-COVID-19-en.pdf.
VILÁGBANK [2021]: The Labor Market and the COVID-19 Outbreak in Vietnam. World Bank, Washington, DC, Working Paper, https://hdl.handle.net/10986/35990.
WOOD, W.–EAGLY, A. H. [2015]: Two Traditions of Research on Gender Identity. Sex Roles, Vol. 73. 461–473. o. https://doi.org/10.1007/s11199-015-0480-2.
ZAMARRO, G.–PRADOS, M. J. [2021]: Gender differences in couples’ division of childcare, work and mental health during COVID-19. Review of Economics of the Household, Vol. 19. 11–40. o. https://doi.org/10.1007/s11150-020-09534-7.
Published
2025-02-10
How to Cite
TőkésL. J. (2025). Does the presence of female decision-makers improve the crisis resilience of female employees? Gender homophily during she-cession. Hungarian Economic Review, 72(2), 141-157. Retrieved from https://ojs.mtak.hu/index.php/kszemle/article/view/18305
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Section
Tanulmány
