<p>In this paper we examine gender differences in career progression using personnel records from the Banco de España. This institution features a complex professional development system, in which competitive calls, direct appointments, and vertical promotions coexist. We document that the presence of women has increased markedly since the late 1990s, although not always in a monotonic manner. On average, for the pool of potential candidates within each selection process, we find no significant gender gaps in the probability of promotion in competitive calls, direct appointments, or vertical promotions. Among managers, on the contrary, our findings uncover significant gender gaps depending on the type of promotion process. In the promotions for department director and division head positions, we find a significantly lower probability of promotion for women relative to men through competitive calls. We also document a lower probability of applying for women relative to men for those managerial positions. When we focus on the business areas where most economists work, we again find a lower probability of promotion for women relative to men in competitive calls in the promotions for department director and division head positions. For this group of business areas, however, gender differences in the probability of application are not significant. Instead, we document a higher probability for women relative to men of getting vertical promotions in unit head positions, which are immediately below in the hierarchy.</p>