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The gender wage gap in top corporate jobs is still there

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Author Info
B. Burcin Yurtoglu ()
Christine Zulehner ()

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Abstract

We investigate the gender wage gap in top corporate jobs for the years 2000 till 2004. Using data from the OSIRIS database, we ¯nd that female managers receive 24.0 percent less in total compensation (salary, bonuses, other payments and exer- cised stock options) than their male colleagues. When we control for personal, ¯rm and industry characteristics, this di®erence reduces to 15.9 percent. Controlling for occupational segregation, i.e. \glass ceiling", reduces the di®erence to 6.0 percent. Additional results that fully consider the role of stock option indicate a 9.0 to 12.1 percent di®erence. These results suggest that the main sources of the gender wage gap in top corporate jobs are occupational segregation and a di®erent endowment of male and female managers with stock options.

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Paper provided by University of Vienna, Department of Economics in its series Vienna Economics Papers with number 0701.

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Date of creation: Jan 2007
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Handle: RePEc:vie:viennp:0701

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Web page: http://www.univie.ac.at/vwl

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Find related papers by JEL classification:
J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
G3 - Financial Economics - - Corporate Finance and Governance

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  1. Thomas DeLeire & Helen Levy, 2004. "Worker Sorting and the Risk of Death on the Job," Journal of Labor Economics, University of Chicago Press, vol. 22(4), pages 925-954, October. [Downloadable!]
  2. Gunderson, Morley, 1975. "Male-Female Wage Differentials and the Impact of Equal Pay Legislation," The Review of Economics and Statistics, MIT Press, vol. 57(4), pages 462-69, November. [Downloadable!] (restricted)
  3. Doris Weichselbaumer & Rudolf Winter-Ebmer, 2005. "A Meta-Analysis of the International Gender Wage Gap," Journal of Economic Surveys, Blackwell Publishing, vol. 19(3), pages 479-511, 07. [Downloadable!] (restricted)
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  4. Kimberly Bayard & Judith Hellerstein & David Neumark & Kenneth Troske, 1999. "New Evidence on Sex Segregation and Sex Differences in Wages from Matched Employee-Employer Data," NBER Working Papers 7003, National Bureau of Economic Research, Inc. [Downloadable!] (restricted)
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  5. Francois, P. & Ours, J.C. van, 2000. "Gender wage differentials in a competitive labor market : the household interaction effect," Discussion Paper 85, Tilburg University, Center for Economic Research. [Downloadable!]
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  6. Francine D. Blau & Lawrence M. Kahn, 2000. "Gender Differences in Pay," Journal of Economic Perspectives, American Economic Association, vol. 14(4), pages 75-99, Fall. [Downloadable!] (restricted)
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  7. Muriel Niederle & Lise Vesterlund, 2005. "Do Women Shy Away From Competition? Do Men Compete Too Much?," NBER Working Papers 11474, National Bureau of Economic Research, Inc. [Downloadable!] (restricted)
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  8. Kuhn, Peter J, 1990. "Sex Discrimination in Labor Markets: The Role of Statistical Evidence: Reply," American Economic Review, American Economic Association, vol. 80(1), pages 290-97, March. [Downloadable!] (restricted)
  9. Thomas Lemieux & W. Bentley Macleod & Daniel Parent, 2006. "Performance Pay And Wage Inequality," Departmental Working Papers 2006-08, McGill University, Department of Economics. [Downloadable!]
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  10. McNabb, Robert & Wass, Victoria, 1997. "Male-Female Salary Differentials in British Universities," Oxford Economic Papers, Oxford University Press, vol. 49(3), pages 328-43, July. [Downloadable!] (restricted)
  11. Marianne Bertrand & Kevin F. Hallock, 2000. "The Gender Gap in Top Corporate Jobs," NBER Working Papers 7931, National Bureau of Economic Research, Inc. [Downloadable!] (restricted)
  12. Jennifer Hunt & Sonia Laszlo, 2006. "Bribery: Who Pays, Who Refuses, What Are The Payoffs?," Departmental Working Papers 2006-06, McGill University, Department of Economics. [Downloadable!]
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