The preference for male managers still exists, reports IT consultancy firm PEAK-IT Wednesday on the basis of research conducted by PanelWizard. Although the majority replies in the negative, no less than 20.4 percent of men still say yes to the statement "I'd rather see a man than a woman in a managerial position". This is 9.6 percent for women.

In total, more than a thousand managers from organizations with more than 26 employees were interviewed.

Among lower educated employees, the preference for a man in a managerial position appears to be greater than among highly educated employees, with 18.9 and 13.8 percent respectively.

It also appears that as many as 12 percent of managers opt for a less qualified man than for a better qualified woman with a desire for children. If both a male and a female candidate have children and are equally qualified, 25 percent of managers prefer male instead of 7 percent for women.

Wage gap according to men due to lower qualification women

Earlier this week it turned out that women in every sector were approached much less often by recruiters for a job than men. Where 43 percent of men say they are approached once per quarter, this is only 31 percent for women, concluded the Intelligence Group research agency.

The European Commission also released new pay gap figures for the European Union. Conclusion: women still get 16 percent less paid in the EU than men. The wage gap has shrunk by only 1 percent in seven years, which the body regards as "extremely slow". In the Netherlands, the gap is now 15.2 percent.

The respondents from the PEAK-IT survey do have an idea about the cause of the pay gap. Male respondents in particular (25 percent) think that women earn less because they are simply less suitable. Of the female respondents, a considerably smaller proportion of 6 percent think so.

The European Commission has already invalidated such assumptions in the pay gap report. Even with equal qualification, women in every conceivable sector get paid less than men. What, then, leads to unequal pay? Issues such as demotion (return to function) after maternity leave and a less easy transfer to top positions.


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