Mechanisms contributing to the scarcity of women at top management positions in Sweden

Abstract: Sweden is at the forefront of gender equality work and one of the highest-ranking countries in the world when it comes to gender equality. Yet, Sweden is still far from achieving gender equality in the labor market and a majority of top management positions belong to men. Recruitment plays an important role for gender equality in the labor market and the use of executive search firms has become increasingly institutionalized when it comes to recruitment of top corporate leaders. Executive search firms are essential, yet seldom explored, intermediaries that control elite labor markets by mediating relationships between candidates and clients, and by declaring definitions of talent. The purpose of this thesis is to identify mechanisms contributing to the scarcity of women in the top layers of organizations, which is done through a qualitative case study at an executive search firm explored through a gender lens. This in turn contributes to the rather unknown research territory of gender and executive search. The empirical data is collected through a twofold approach; interviews with executive search consultants and database documentation about recruitment cases. All data is founded on recruitments to the industrial sector. Seven mechanisms contributing to the scarcity of women in top management are identified and our analysis shows that gendering has effects on the outcome of recruitment cases, either consciously or unconsciously, through consultants and clients. These actors are in turn influenced by societal pressure, stereotypes and the mere fact that gender equality is on the agenda in society.