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Glass Ceilings or Sticky Floors?

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Author Info
Booth, Alison L
Francesconi, Marco
Frank, Jeff

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Abstract

According to surprising raw data from the British Household Panel Survey, full-time women are more likely than men to be promoted. Controlling for observed and unobserved individual heterogeneity, we find that women are promoted at roughly the same rate as men, but receive smaller wage increases consequent upon promotion. These facts contradict the conventional view that 'glass ceilings' limit the promotion of women. They are consistent with our new 'sticky floors' model of discrimination where women are just as likely as men to be promoted, but find themselves stuck at the bottom of the wage scale for the new grade.

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Publisher Info
Paper provided by C.E.P.R. Discussion Papers in its series CEPR Discussion Papers with number 1965.

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Date of creation: Sep 1998
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Handle: RePEc:cpr:ceprdp:1965

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Related research
Keywords: gender gaps; glass ceilings; Promotion;

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Find related papers by JEL classification:
J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
J3 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs
J41 - Labor and Demographic Economics - - Particular Labor Markets - - - Labor Contracts
J44 - Labor and Demographic Economics - - Particular Labor Markets - - - Professional Labor Markets and Occupations

Cited by:
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  1. Deborah Cobb-Clark, 2001. "Getting Ahead: The Determinants of Payoffs to Internal Promotion for Young U.S. Men and Women," CEPR Discussion Papers 430, Centre for Economic Policy Research, Research School of Social Sciences, Australian National University. [Downloadable!]
  2. repec:ese:iserwp: is not listed on IDEAS
  3. Stephen Pudney & Michael A. Shields, 1999. "Gender And Racial Discrimination In Pay And Promotion For Nhs Nurses," IZA Discussion Papers 85, Institute for the Study of Labor (IZA). [Downloadable!]
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