Does a Federal Glass Ceiling Have Differential Effects on Female and Male Technology Entrepreneurs?

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Author(s): Todd M. Inouye (University of Hawaiʻi at Hilo, USA), Jeffrey A. Robinson (Rutgers University, USA)and Amol M. Joshi (Oregon State University, USA)
Copyright: 2022
Pages: 17
Source title: Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce
Source Author(s)/Editor(s): Information Resources Management Association (USA)
DOI: 10.4018/978-1-6684-2405-6.ch098

Keywords: Business Policy / Business Science Reference / Gender & Diversity / Medicine & Healthcare

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Abstract

Glass ceilings are invisible organizational barriers encountered by underrepresented groups in large hierarchies. This chapter empirically investigates the existence and characteristics of an internal, government-wide glass ceiling for female employees using aggregate pay grade and demographic data on nearly 1.5 million U.S. Federal employees between 2001-2011. The external consequences for over 15,000 technology ventures seeking R&D funding from 12 federal agencies is explored. In this context, the researchers analyze over 50,000 grants and find that a unit increase in a novel, government-wide, glass ceiling measure is a meaningful and negative predictor of subsequent Phase II funding outcomes for Phase I grantees. More importantly, the negative external effects of the identified glass ceilings are significantly larger for women technology entrepreneurs when compared to their male counterparts.

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Does a Federal Glass Ceiling Have Differential Effects on Female and Male Technology Entrepreneurs?

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