“Office glamour work vs office housework”: Gender differences in participation in and subjective evaluation of non-core job responsibilities
Organizational success requires the effective design of organizational architecture of not only core job duties, but also ancillary tasks and projects. We examine the task allocation and performance measurement for non-core job tasks, specifically office glamour work and office housework. While both office glamour work and housework are important for the success and culture of a company, on an individual level, they differently impact performance evaluation, career progression, and compensation. We examine gender differences in who is more likely to perform these different types of tasks, and how taking on these tasks is evaluated. Using our unique access to a financial services firm, we find that women are less likely to participate in glamour work projects, and more likely to take on office housework projects. While glamour work positively affects performance evaluation outcomes for both men and women, only men are rewarded for office housework. Overall, our findings suggest that unequal task allocation and evaluation contribute to explaining the lower promotion rates of women across the hierarchy.