Sexual nuances within internal labor markets: ‘The politics of being known’
Abstract The author analyzes the benefit of being known within an organization for women compared to men. Dual/internal labor market theorists maintain that higher-level positions within organizations are primarily filled from internal sources, namely, through promotion of already employed workers in ladder positions. An argument is made that this process differs by gender and puts women at a disadvantage. This bias helps maintain the glass ceiling which keeps women out of top level positions within organizations.