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Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?

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  • Anne Busch
  • Elke Holst

Abstract

The paper analyzes the gender pay gap in private-sector management positions based on German panel data and using fixed-effects models. It deals with the effect of occupational sex segregation on wages, and the extent to which wage penalties for managers in predominantly female occupations are moderated by firm size. Drawing on economic and organizational approaches and the devaluation of women's work, we find wage penalties for female occupations in management only in large firms. This indicates a pronounced devaluation of female occupations, which might be due to the longer existence, stronger formalization, or more established "old-boy networks" of large firms.

Suggested Citation

  • Anne Busch & Elke Holst, 2012. "Occupational Sex Segregation and Management-Level Wages in Germany: What Role Does Firm Size Play?," Discussion Papers of DIW Berlin 1206, DIW Berlin, German Institute for Economic Research.
    • Handle: RePEc:diw:diwwpp:dp1206
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    References listed on IDEAS

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    Cited by:

    1. Busch, Anne & Holst, Elke, 2013. "Geschlechtsspezifische Verdienstunterschiede bei Führungskräften und sonstigen Angestellten in Deutschland: Welche Relevanz hat der Frauenanteil im Beruf?," EconStor Open Access Articles and Book Chapters, ZBW - Leibniz Information Centre for Economics, vol. 42(4), pages 315-336.
    2. Ellguth, Peter & Kohaut, Susanne & Möller, Iris, 2017. "Wo schaffen es Frauen an die Spitze? Eine empirische Analyse mit Betriebsdaten [Where do women reach top positions? An empirical analysis with establishment data]," Industrielle Beziehungen. Zeitschrift für Arbeit, Organisation und Management, Verlag Barbara Budrich, vol. 24(2), pages 196-217.

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    More about this item

    Keywords

    Gender pay gap; managerial positions; occupational sex segregation; gendered organization; firm size;
    All these keywords.

    JEL classification:

    • B54 - Schools of Economic Thought and Methodology - - Current Heterodox Approaches - - - Feminist Economics
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • L2 - Industrial Organization - - Firm Objectives, Organization, and Behavior
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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