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Gender Differences in Promotion on a Job Ladder: Evidence from Finnish Metalworkers

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  • Tuomas Pekkarinen
  • Juhana Vartiainen

Abstract

This paper, using panel data on Finnish metalworkers for the years 1990–2000, explores gender differences in the allocation of workers across jobs of different complexity. The data provide measures for the complexity of the workers' tasks and for the individual productivity of each worker. The results indicate that women were less likely to be promoted than men who started their careers in similar tasks. A productivity comparison shows that there was no gender-related productivity differential at the time of the initial assignment, but that women became, on average, more productive than men afterward, in the subsets both of promoted workers and of non-promoted workers. The most plausible interpretation of these results, the authors argue, is that women faced a higher promotion threshold than men. Consistent with this interpretation, they find that the quit rate for young female workers was higher than that for young men.

Suggested Citation

  • Tuomas Pekkarinen & Juhana Vartiainen, 2006. "Gender Differences in Promotion on a Job Ladder: Evidence from Finnish Metalworkers," ILR Review, Cornell University, ILR School, vol. 59(2), pages 285-301, January.
  • Handle: RePEc:sae:ilrrev:v:59:y:2006:i:2:p:285-301
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    Cited by:

    1. Paul M. Guest, 2016. "Executive Mobility and Minority Status," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 55(4), pages 604-631, October.
    2. Chadi, Adrian & Goerke, Laszlo, 2015. "Missing at Work - Sickness-related Absence and Subsequent Job Mobility," Annual Conference 2015 (Muenster): Economic Development - Theory and Policy 112862, Verein für Socialpolitik / German Economic Association.
    3. Laurent Gobillon & Dominique Meurs & Sébastien Roux, 2015. "Estimating Gender Differences in Access to Jobs," Journal of Labor Economics, University of Chicago Press, vol. 33(2), pages 317-363.
    4. John T. Addison & Orgul Demet Ozturk & Si Wang, 2014. "The Role of Gender in Promotion and Pay over a Career," Journal of Human Capital, University of Chicago Press, vol. 8(3), pages 280-317.
    5. Jed DeVaro & Antti Kauhanen, 2016. "An “Opposing Responses” Test of Classic versus Market-Based Promotion Tournaments," Journal of Labor Economics, University of Chicago Press, vol. 34(3), pages 747-779.
    6. Kato, Takao & Kodama, Naomi, 2017. "Women in the Workplace and Management Practices: Theory and Evidence," IZA Discussion Papers 10788, Institute of Labor Economics (IZA).
    7. Kato, Takao & Ogawa, Hiromasa & Owan, Hideo, 2016. "Working Hours, Promotion and the Gender Gap in the Workplace," IZA Discussion Papers 10454, Institute of Labor Economics (IZA).
    8. repec:zbw:espost:202032 is not listed on IDEAS
    9. repec:eee:jeborg:v:153:y:2018:i:c:p:153-176 is not listed on IDEAS
    10. Cassidy, Hugh & DeVaro, Jed & Kauhanen, Antti, 2016. "Promotion signaling, gender, and turnover: New theory and evidence," Journal of Economic Behavior & Organization, Elsevier, vol. 126(PA), pages 140-166.
    11. Biewen, Martin & Seifert, Stefanie, 2016. "Potential Parenthood and Career Progression of Men and Women: A Simultaneous Hazards Approach," IZA Discussion Papers 10050, Institute of Labor Economics (IZA).
    12. repec:spr:jlabre:v:38:y:2017:i:3:d:10.1007_s12122-017-9254-7 is not listed on IDEAS
    13. repec:iza:izawol:journl:2017:n:358 is not listed on IDEAS
    14. repec:spr:jlabre:v:40:y:2019:i:1:d:10.1007_s12122-018-9277-8 is not listed on IDEAS

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