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Gender Differences in Executive Compensation and Job Mobility

Author

Listed:
  • George-Levi Gayle

    (Tepper School of Business, Carnegie Mellon University)

  • Limor Golan

    (Tepper School of Business, Carnegie Mellon University)

  • Robert Miller

    (Tepper School of Business, Carnegie Mellon University)

Abstract

Fewer 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 rates. We find that, controlling for executive rank and background, women earn higher compensation than men, experience more income uncertainty, and are promoted more quickly. Amongst survivors, being female increases the chance of becoming CEO. Hence, the unconditional gender pay gap and job-rank differences are primarily attributable to female executives exiting at higher rates than men in an occupation where survival is rewarded with promotion and higher compensation.

Suggested Citation

  • 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.
    • Handle: RePEc:hka:wpaper:2011-013
    Note: FI
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    References listed on IDEAS

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