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Glass Ceilings or Sticky Floors? Statistical Discrimination in a Dynamic Model of Hiring and Promotion

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  • David Bjerk

Abstract

I show that when two groups differ in ("i") their average skill level, ("ii") the precision with which they can signal their skill prior to entering the labour market, and/or ("iii") the frequency with which they have the opportunity to signal their skill prior to entering the labour market, then even if firms become increasingly informed regarding each worker's skill over time, equally skilled workers from different groups will have different likelihoods of making it to top jobs in the economy, even though there is no discrimination when it comes to promotion to these top jobs. Copyright � The Author(s). Journal compilation � Royal Economic Society 2008.

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Bibliographic Info

Article provided by Royal Economic Society in its journal The Economic Journal.

Volume (Year): 118 (2008)
Issue (Month): 530 (07)
Pages: 961-982

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Handle: RePEc:ecj:econjl:v:118:y:2008:i:530:p:961-982

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Cited by:
  1. Hassink, Wolter & Russo, Giovanni, 2010. "The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels," IZA Discussion Papers 4858, Institute for the Study of Labor (IZA).
  2. Kevin Lang & Jee-Yeon K. Lehmann, 2011. "Racial Discrimination in the Labor Market: Theory and Empirics," NBER Working Papers 17450, National Bureau of Economic Research, Inc.
  3. Picchio, Matteo & Mussida, Chiara, 2011. "Gender wage gap: A semi-parametric approach with sample selection correction," Labour Economics, Elsevier, vol. 18(5), pages 564-578, October.
  4. Smith, Nina & Smith, Valdemar & Verner, Mette, 2010. "The Gender Pay Gap in Top Corporate Jobs in Denmark: Glass Ceilings, Sticky Floors or Both?," IZA Discussion Papers 4848, Institute for the Study of Labor (IZA).
  5. Gerdes, Christer & Gränsmark, Patrik, 2010. "Strategic Behavior across Gender: A Comparison of Female and Male Expert Chess Players," IZA Discussion Papers 4793, Institute for the Study of Labor (IZA).
  6. Johnston, David W. & Lee, Wang-Sheng, 2011. "Climbing the Job Ladder: New Evidence of Gender Inequity," IZA Discussion Papers 5970, Institute for the Study of Labor (IZA).
  7. Kevin Lang & Gautam Bose, 2011. "A Theory of Monitoring and Internal Labor Markets," Boston University - Department of Economics - Working Papers Series WP2011-020, Boston University - Department of Economics.
  8. Smith, Nina & Smith, Valdemar & Verner, Mette, 2011. "Why Are So Few Females Promoted into CEO and Vice-President Positions? Danish Empirical Evidence 1997-2007," IZA Discussion Papers 5961, Institute for the Study of Labor (IZA).
  9. Lehmann, Jee-Yeon, 2011. "Job assignment and promotion under statistical discrimination: evidence from the early careers of lawyers," MPRA Paper 33466, University Library of Munich, Germany.

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