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The existence of gender-specific promotion standards in the U.S

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  • Kathy A. Paulson Gjerde

    (College of Business Administration, Butler University, Indianapolis, IN 46208-3485, USA)

Abstract

This paper is motivated by the claim that promotion probabilities are lower for women than men. Using data from the 1984 and 1989 National Longitudinal Youth Surveys, this paper tests this claim and two related hypotheses concerning training and ability. It is found that females are less likely to be promoted than males, and females receive less training than males. The relationship between promotion and gender varies across occupations, however, suggesting that the alleged glass ceiling faced by women and other minorities in the workplace is not uniform across all labor markets. Copyright © 2002 John Wiley & Sons, Ltd.

Suggested Citation

  • Kathy A. Paulson Gjerde, 2002. "The existence of gender-specific promotion standards in the U.S," Managerial and Decision Economics, John Wiley & Sons, Ltd., vol. 23(8), pages 447-459.
    • Handle: RePEc:wly:mgtdec:v:23:y:2002:i:8:p:447-459
    DOI: 10.1002/mde.1097
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    References listed on IDEAS

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    Cited by:

    1. Lamia E. Kandil, 2015. "Disentangling qualitative and quantitative central bank influence," Documents de Travail de l'OFCE 2015-02, Observatoire Francais des Conjonctures Economiques (OFCE).
    2. repec:hal:spmain:info:hdl:2441/5v9i4841369lkrbpqk218acl8m is not listed on IDEAS
    3. Lamia Kandil, 2015. "Glass ceiling and belief flipping : theory and evidence from Egypt," Sciences Po publications 2015-02, Sciences Po.

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