Who gets to negotiate? Tracing gender gaps in structural empowerment with people analytics.

Gender differences in compensation and career advancement are often examined through the lens of negotiation behavior, initiation, outcomes, and stereotyping. We shift attention to the organizational structures that precede and shape formal negotiations. Drawing on organizational gender research, we use structural empowerment as an organizing framework to review and synthesize the literature on organizational structures that may shape who gains access to negotiations and the negotiation power employees bring to them. Existing research documents gender differences in access to opportunities, information, support, and resources, yet their implications for negotiation access and power remain underexamined. We explain how people analytics can help scholars and practitioners trace these dispersed and longitudinal processes and outline directions for future research. We conclude with methodological, ethical, and theoretical considerations associated with using people analytics to examine these questions.