Browsing by Subject "Gender quotas"

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Quota Effects Moderated by Descriptive Gender Representation within Legislatures: A Cross-National Analysis
    (Taylor & Francis, 2023) Park, Sanghee
    This study revisits the links between gender quotas and gender egalitarian outcomes by focusing on the role of gender representative legislatures. Specifically, it investigates whether gender quotas have a substantive and symbolic effect on societal outcomes, and whether the link is moderated by women’s descriptive representation changing over time. This study sheds empirical light on both outputs (or process) and outcomes (or impact) of a quota policy and offers insights into pathways by which increased women’s representation within legislatures reinforces or weakens the effect of the quota policies. The panel data analysis drawn from 169 countries over the recent three decades (1990-2017) reveals a significant interactive effect of quotas and women’s representation in legislatures, suggesting that quotas’ societal impact increases as women’s representation increases, but with diminishing returns to a certain point. The findings corroborate the 30% level to which gender quotas as a policy tool significantly impact women’s political empowerment and raise questions on the validity of the critical mass argument in the political setting.
  • Thumbnail Image
    Item
    Seeking changes in ivory towers: The impact of gender quotas on female academics in higher education
    (Elsevier, 2020) Park, Sanghee
    This study examines whether and how gender quotas achieve their primary objective to increase female representation in university faculty positions. Using a longitudinal dataset from South Korea (2001–2017), this study highlights vertical and horizontal segregation in academia and the differential impact of quotas on faculty composition across academic ranks and disciplines. The data shows that gender quotas have a positive effect on female faculty representation at all levels of tenured and tenure-track professorship but not for leadership and higher administrative positions such as Dean, Provost, and President. The findings suggest that uniformly implemented gender quotas focusing on entry-level faculty may not be sufficient to improve gender inequality in higher levels of the academic hierarchy. The mixed evidence as to whether gender quotas are effective at closing the gap across and within academic disciplines implies that the effect of these quotas can be limited and slow-acting in the areas where women are severely underrepresented.