In this podcast, Mike interviews Jenny Hoobler about why the glass ceiling effect still persists for executive women. Jenny talks about the results of her study that show that managers tend to perceive women as having lower levels of fit with their jobs because they perceive them to have high levels of family-to-work conflict. (Interestingly, this effect holds even for women who were single and had no children!) As a result, women whose managers perceived them as not being a good fit for their jobs were promoted less often. Listen to the podcast here.
Jenny M. Hoobler (Ph.D., University of Kentucky) is Associate Professor of Management at University of Illinois at Chicago. She has published 8 journal articles on gender, diversity, and work and family intersections since receiving her Ph.D. Her current projects continue to focus on the importance of bosses’ perceptions in women’s career progress. In a large grant-funded project on this topic, she and colleagues at UIC test whether when bosses are presented with objective indicators of women’s career success (e.g., salary histories), they are less likely to engage in career-limiting biases. She has received 3 Best Paper Awards at the Southern Management Association, serves on two editorial boards, and was elected to the executive committee of the Human Resource Division of the Academy of Management.
She and her husband Ryan live with their dog, Indie, in Chicago’s Little Italy.
Michael Johnson is an Assistant Professor in Department of Management and Organization at the University of Washington. He can be reached via firstname.lastname@example.org