Gender Differences in Executive Compensation and Job Mobility
AbstractFewer women than men become executive managers. They earn less over their careers, hold more junior positions, and exit the occupation at a faster rate. We compiled a large panel data set on executives and formed a career hierarchy to analyze mobility and compensation. We find, controlling for executive rank and background, that women earn higher compensation than men, experience more income uncertainty, and are promoted more quickly. Among survivors, being female increases the chance of becoming chief executive officer. The unconditional gender pay gap and job-rank differences are primarily attributable to female executives exiting the occupation at higher rates than men.
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Bibliographic InfoArticle provided by University of Chicago Press in its journal Journal of Labor Economics.
Volume (Year): 30 (2012)
Issue (Month): 4 ()
Pages: 829 - 872
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Web page: http://www.journals.uchicago.edu/JOLE/
Other versions of this item:
- George-Levi Gayle & Limor Golan & Robert Miller, 2011. "Gender Differences in Executive Compensation and Job Mobility," Working Papers 2011-013, Human Capital and Economic Opportunity Working Group.
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
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