Female and Minority Employment Patterns in Banks

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Abstract
The representation of women and minorities in the internal labor markets of banks is examined using a comparative organizational design. Organizational and community characteristics are used to account for differences among 24 large U.S. banks in the proportion of managerial and of professional positions held by women and by minorities. Controlling for prior employment composition, community characteristics (labor force composition, unemployment rate, and percentage Democratic) are generally found to be more influential than organizational characteristics (bank size, bank rate of growth of managerial and professional positions, and involvement in litigation). The characteristics examined were substantially more effective in accounting for variations in minority employment patterns than in female employment patterns.