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Studies have shown how women are underrepresented in senior executive positions in public and private organizations. Equal representation matters both for reasons of performance and legitimacy, and, to understand the mechanisms behind the glass ceiling, we explore if the women making it to the top of the Danish civil service differ from the men who do so. We want to understand if senior executive positions require something different of women than men. Using a dataset consisting of the entire career trajectory of all senior civil servants in Denmark, we find that, on numerous human capital dimensions, the women and men making it to the top are quite similar, for example, in terms of tenure and educational level. However, we find on the one hand that men are more often employed in the most prestigious departments and, at the same time, it seems that men with a profile deviating from the norm are more likely to make it to the top than women. This may indicate that the most prestigious positions – also in terms of early‐career positions – are less accessible to women, and that women are less willing to apply for jobs outside their usual domain, or that those responsible for recruitment are less willing to take a chance on a woman with a slightly unorthodox profile. Hence, our study indicates that greater interest should be paid to the dynamics keeping women at lower levels of the hierarchy and possibly to encourage them to apply for top positions.

Studies have shown how women are underrepresented in senior executive positions in public and private organizations. Equal representation matters both for reasons of performance and legitimacy, and, to understand the mechanisms behind the glass ceiling, we explore if the women making it to the top of the Danish civil service differ from the men who do so. We want to understand if senior executive positions require something different of women than men. Using a dataset consisting of the entire career trajectory of all senior civil servants in Denmark, we find that, on numerous human capital dimensions, the women and men making it to the top are quite similar, for example, in terms of tenure and educational level. However, we find on the one hand that men are more often employed in the most prestigious departments and, at the same time, it seems that men with a profile deviating from the norm are more likely to make it to the top than women. This may indicate that the most prestigious positions – also in terms of early-career positions – are less accessible to women, and that women are less willing to apply for jobs outside their usual domain, or that those responsible for recruitment are less willing to take a chance on a woman with a slightly unorthodox profile. Hence, our study indicates that greater interest should be paid to the dynamics keeping women at lower levels of the hierarchy and possibly to encourage them to apply for top positions.

Abstract
Aggregated α-synuclein (α-syn) accumulates in the neuronal Lewy body (LB) inclusions in Parkinson's disease (PD) and LB dementia. Yet, under nonpathological conditions, monomeric α-syn is hypothesized to exist in an equilibrium between disordered cytosolic- and partially α-helical lipid-bound states: a feature presumably important in synaptic vesicle release machinery. The exact underlying role of α-syn in these processes, and the mechanisms regulating membrane-binding of α-syn remains poorly understood. Herein we demonstrate that Protein kinase R (PKR) can phosphorylate α-syn at several Ser/Thr residues located in the membrane-binding region that is essential for α-syn's vesicle-interactions. α-Syn phosphorylated by PKR or α-syn isolated from PKR overexpressing cells, exhibit decreased binding to lipid membranes. Phosphorylation of Thr64 and Thr72 appears as the major contributor to this effect, as the phosphomimetic Thr64Glu/Thr72Glu-α-syn mutant displays reduced overall attachment to brain vesicles due to a decrease in vesicle-affinity of the last two thirds of α-syn's membrane binding region. This allows enhancement of the "double-anchor" vesicle-binding mechanism that tethers two vesicles and thus promote the clustering of presynaptic vesicles in vitro. Furthermore, phosphomimetic Thr64Glu/Thr72Glu-α-syn inhibits α-syn oligomerization and completely abolishes nucleation, elongation, and seeding of α-syn fibrillation in vitro and in cells, and prevents trans-synaptic spreading of aggregated α-syn pathology in organotypic hippocampal slice cultures. Overall, our findings demonstrate that normal and abnormal functions of α-syn, like membrane-binding, synaptic vesicle clustering and aggregation can be regulated by phosphorylation, e.g., via PKR. Mechanisms that could potentially be modulated for the benefit of patients suffering from α-syn aggregate-related diseases.