PurposeThis paper aims to investigate the “gender management gap” in the scientific labour market in the North East of England. The paper seeks to compare and contrast employment, ownership, management structure and capacity between men and women in the Science, Engineering and Technology (SET) sector.Design/methodology/approachThe empirical investigation is based on a survey of 60 SET‐based small and medium‐sized enterprises (SMEs), operating in the North East of England.FindingsThe results show that women are particularly under‐represented in managerial and senior positions of scientific nature in the private sector in the North East of England. The “glass ceiling” effect appears to be widespread.Research limitations/implicationsThere are very limited empirical data and research on the nature and level of participation of women in the scientific managerial labour market at firm level in the UK. There is a need for more rigorous research at firm and regional levels to examine the cumulative effects of underlying factors that prevent women from progression, beyond the “glass ceiling”, in the scientific labour market.Practical implicationsThis paper builds upon a research project funded by the ESRC Science in Society Programme. The key findings have resulted in a subsequent award from the Economic and Social Research Council (ESRC) Impact Grants to establish the “North East Role Model Platform for Innovative Women” in the light of the Science City Initiative.Originality/valueThe “gender management gap” in the scientific labour market in the North East of England has not, empirically, been investigated before and appears to be a highly neglected area of public policy and research.
A 'Glass-Ceiling' Effect for Immigrants in the Italian Labour Market?