Vertical Gender Segregation in Managerial Employment in Kazakhstan
DOI:
https://doi.org/10.47703/ejgs.v3i3.140Keywords:
Gender, Segregation, Leadership, Inequality, Employment, Career, Wage GapAbstract
Vertical gender segregation remains an important dimension of labour market inequality, reflecting differences in women's and men's representation across occupational hierarchies and access to managerial positions. This study assesses vertical gender segregation in managerial employment in Kazakhstan and identifies potential barriers to women’s career advancement. The empirical analysis draws on official statistics from the Bureau of National Statistics of Kazakhstan on women's representation among managers in 2019–2024, data on the gender composition of the civil service as of January 1, 2025, and gender-disaggregated wage indicators for 2021–2025. The methodology combines descriptive statistical analysis, comparative assessment of gender representation, calculation of structural disparities, and synthesis of academic literature on career advancement. The findings indicate that women's representation among managers across all sectors declined from 43.0% in 2019 to 41.3% in 2024, despite a partial recovery after 2021. In the civil service, women accounted for 55.82% of total employment but only 39.10% of managerial positions, compared with 62.43% among non-managerial employees. These differences provide evidence of vertical gender segregation but do not independently establish the existence of a glass ceiling. The literature identifies professional specialisation, family responsibility, organisational practices, leadership evaluation, and access to career development opportunities as potential barriers that require further empirical investigation. The study contributes to understanding structural gender disparities in managerial employment and highlights the need for disaggregated longitudinal personnel data to assess inequalities in career progression and promotion.
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