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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. Nina Smith & Valdemar Smith & Mette Verne, 2011. "The gender pay gap in top corporate jobs in Denmark: Glass ceilings, sticky floors or both?," International Journal of Manpower, Emerald Group Publishing, vol. 32(2), pages 156-177, May.
  3. Parrotta, Pierpaolo & Smith, Nina, 2013. "Why So Few Women on Boards of Directors? Empirical Evidence from Danish Companies 1997-2007," IZA Discussion Papers 7678, Institute for the Study of Labor (IZA).
  4. 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.
  5. Gerdes, Christer & Gränsmark, Patrik, 2010. "Strategic behavior across gender: A comparison of female and male expert chess players," Labour Economics, Elsevier, vol. 17(5), pages 766-775, October.
  6. Picchio, Matteo & Mussida, Chiara, 2010. "Gender Wage Gap: A Semi-Parametric Approach with Sample Selection Correction," IZA Discussion Papers 4783, Institute for the Study of Labor (IZA).
  7. David W. Johnston & Wang-Sheng Lee, 2012. "Climbing the Job Ladder: New Evidence of Gender Inequity," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 51(1), pages 129-151, 01.
  8. Nina Smith & Valdemar Smith & Mette Verner, 2013. "Why Are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997?2007," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 66(2), pages 380-408, April.
  9. Kevin Lang & Jee-Yeon K. Lehmann, 2012. "Racial Discrimination in the Labor Market: Theory and Empirics," Journal of Economic Literature, American Economic Association, vol. 50(4), pages 959-1006, December.
  10. 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.
  11. Schwager, Robert, 2012. "Grade inflation, social background, and labour market matching," Journal of Economic Behavior & Organization, Elsevier, vol. 82(1), pages 56-66.

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