The differential effects of occupying higher hierarchical positioning on men and women’s perceptions of inequity

Abstract: Evidence from over 5,000 employees finds that men perceive less inequity in their organizations as a function of their more advantaged positions (e.g., higher organizational rank, felt-power, or felt-status) to a greater extent than women. Men are also less willing than women to sacrifice their own advantages to attain equity.

Keywords: inequality, diversity, interventions