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Climbing the Job Ladder: New Evidence of Gender Inequity

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  • Johnston, David W.

    ()
    (Monash University)

  • Lee, Wang-Sheng

    ()
    (Deakin University)

Abstract

An explanation for the gender wage gap is that women are less able or less willing to 'climb the job ladder.' However, the empirical evidence on gender differences in job mobility has been mixed. Focusing on a subsample of younger, university-educated workers from an Australian longitudinal survey, we find strong evidence that the dynamics of promotions and employer changes worsen women's labour market position.

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Bibliographic Info

Paper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 5970.

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Length: 30 pages
Date of creation: Sep 2011
Date of revision:
Publication status: published in: Industrial Relations, 2012, 51 (1), 128 - 151
Handle: RePEc:iza:izadps:dp5970

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Keywords: wage gap; job changes; promotions; gender;

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References

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Citations

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Cited by:
  1. MORIKAWA Masayuki, 2014. "What Types of Company Have Female and Foreign Directors?," Discussion papers, Research Institute of Economy, Trade and Industry (RIETI) 14032, Research Institute of Economy, Trade and Industry (RIETI).
  2. Masayuki Morikawa, 2014. "What Types of Companies Have Female and Foreign Directors?," AJRC Working Papers, Australia-Japan Research Centre, Crawford School of Public Policy, The Australian National University 1404, Australia-Japan Research Centre, Crawford School of Public Policy, The Australian National University.
  3. Johnston, David W. & Lee, Wang-Sheng, 2012. "Extra Status and Extra Stress: Are Promotions Good for Us?," IZA Discussion Papers 6675, Institute for the Study of Labor (IZA).

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