caerCentral Asian Economic ReviewCentral Asian Economic Review2789-43982789-4401Университет Нархоз10.52821/2789-4401-2024-5-137-153caer-1301Research ArticleГОСУДАРСТВО И БИЗНЕС: ТЕОРИЯ И ПРАКТИКА УПРАВЛЕНИЯSTATE AND BUSINESS: THEORY AND PRACTICE OF MANAGEMENTРОЛЬ ГЕНДЕРА В ПОДБОРЕ ПЕРСОНАЛА НА ЛИДЕРСКИЕ ПОЗИЦИИ ЧАСТНЫХ ПРЕДПРИЯТИЙTHE ROLE OF GENDER IN PERSONNEL RECRUITMENT FOR LEADERSHIP POSITIONS AT PRIVATE ENTERPRISEShttps://orcid.org/0000-0003-0471-2040ЛиповкаА. В.LipovkaA. V.

Липовка Анастасия Владимировна, Ph.D., ассоциированный профессор

Алматы

Almaty

a.lipovka@almau.edu.kzhttps://orcid.org/0000-0002-1911-3166НугмановаМ. С.NugmanovaM. S.

Нугманова Майгуль Саиновна, к.э.н., ассоциированный профессор

Алматы

Almaty

maigul.nugmanova@narxoz.kzАлматы Менеджмент УниверситетКазахстанAlmaty Management UniversityKazakhstanУниверситет НархозКазахстанNarxoz UniversityKazakhstan20242901202505137153Copyright © Липовка А.В., Нугманова М.С., 20252025Липовка А.В., Нугманова М.С.Lipovka A.V., Nugmanova M.S.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://caer.narxoz.kz/jour/article/view/1301

Цель исследования – выявить значение гендера в процессе подбора кандидатов на вакантные управленческие позиции на частных предприятиях Казахстана.

Методология – глубинные полуструктурированные интервью с HR специалистами и руководителями рекрутинговых агентств в самых крупных городах РК.

Оригинальность/ ценность исследования – первое исследование в Казахстане, детально раскрывающее гендерный аспект подбора персонала на вакантные должности и обосновывающее барьеры для женщин, претендующих на лидерские позиции.

Результаты исследования – выявлена гендерно-стереотипизированная предвзятость в отношении женщин-кандидатов на лидерские позиции на частных предприятих РК на основе детородного возраста, материнства, меньшей физической силы и мобильности, а также ассоциации мужчин с образом лидера. Исследование показало, что женщины в STEM (science, technology, engineering and mathematics) испытывают наибольшие трудности в продвижении по карьерной лестнице, сталкиваясь с гендерными барьерами на всех уровнях управления и с недружественным поведением коллег, страдающих синдромом королевы пчел. Данная работа демонстрирует, что отсутствие гендерных компетенций у лиц, принимающих решения, ведет к предвзятости и потери гендерного лидерского потенциала человеческих ресурсов предприятий и предлагает рекомендации по элиминированию гендерных барьеров в процессе управления человеческими ресурсами.

This article aims to identify the impact of gender in the process of candidate recruitment for vacant managerial positions at private enterprises in Kazakhstan.

Methodology – in-depth semi-structured interviews with HR specialists and heads of recruitment agencies in the largest cities of the Republic of Kazakhstan.

The originality/ value of the research - the first study in Kazakhstan that substantiates the gender aspect of personnel recruitment and justifies barriers for women applying for leadership positions.

The results of the study – this research has revealed gender-stereotyped bias against women candidates for leadership positions in private enterprises of the Republic of Kazakhstan based on their childbearing age, motherhood, less stamina, and mobility, as well as the association of a leader with men. The study showed that women in STEM (science, technology, engineering, and mathematics) experience the greatest difficulties in moving up the career ladder, facing gender barriers at all levels of management and the unfriendly behavior of colleagues suffering from the Queen bee syndrome. This work demonstrates that the lack of gender competencies among decision-makers leads to bias and loss of the gender leadership potential of human resources and proposes recommendations for eliminating gender barriers in human resource management.

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The authors declare that there are no conflicts of interest present.