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Gender Differences in Job Assignment and Promotion in a Complexity Ladder of Jobs

Author

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  • Pekkarinen, Tuomas

    () (European University Institute)

  • Vartiainen, Juhana

    (Trade Union Institute for Economic Research)

Abstract

This paper studies gender differences in the allocation of workers across tasks of different complexity using panel data from a representative sample of Finnish metalworkers during 1990- 2000. Finnish metal industry data provide a continuous measure of the complexity of the worker’s tasks that can be used to construct a complexity ladder of jobs. We study whether women have to pass a higher productivity threshold to be promoted to more complex tasks. Gender differences in promotion rates, duration to promotion, and productivity among promoted and not promoted workers are estimated. It is found that women move up the ladder less than men, women have to wait longer to get promoted, and that women are on average more productive than men in the groups of both promoted and not-promoted workers. These productivity differentials are not observed within tasks at the initial task assignment. We interpret this as evidence on higher female promotion thresholds.

Suggested Citation

  • Pekkarinen, Tuomas & Vartiainen, Juhana, 2002. "Gender Differences in Job Assignment and Promotion in a Complexity Ladder of Jobs," Working Paper Series 184, Trade Union Institute for Economic Research.
  • Handle: RePEc:hhs:fiefwp:0184
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    File URL: http://swopec.hhs.se/fiefwp/papers/WP184.pdf
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    References listed on IDEAS

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    1. Larry D. Singell & John M. McDowell & James P. Ziliak, 1999. "Cracks in the Glass Ceiling: Gender and Promotion in the Economics Profession," American Economic Review, American Economic Association, vol. 89(2), pages 392-396, May.
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    Cited by:

    1. repec:eti:dpaper:13038 is not listed on IDEAS
    2. repec:pri:indrel:dsp01n009w2307 is not listed on IDEAS
    3. Antonczyk Dirk & Leuschner Ute & Fitzenberger Bernd, 2009. "Can a Task-Based Approach Explain the Recent Changes in the German Wage Structure?," Journal of Economics and Statistics (Jahrbuecher fuer Nationaloekonomie und Statistik), De Gruyter, vol. 229(2-3), pages 214-238, April.
    4. George-Levi Gayle & Limor Golan & Robert A. Miller, 2012. "Gender Differences in Executive Compensation and Job Mobility," Journal of Labor Economics, University of Chicago Press, vol. 30(4), pages 829-872.
    5. Alan Manning & Joanna Swaffield, 2008. "The gender gap in early-career wage growth," Economic Journal, Royal Economic Society, vol. 118(530), pages 983-1024, July.
    6. Lundborg, Per, 2005. "Wage Fairness, Growth and the Utilization of R&D Workers," Working Paper Series 206, Trade Union Institute for Economic Research.
    7. Selén, Jan & Ståhlberg, Ann-Charlotte, 2004. "Wage and Compensation Inequality — How Different?," Working Paper Series 197, Trade Union Institute for Economic Research.
    8. Francine Blau & Jed DeVaro, 2006. "New Evidence on Gender Differences in Promotion Rates: An Empirical Analysis of a Sample of New Hires," Working Papers 891, Princeton University, Department of Economics, Industrial Relations Section..
    9. Lundborg, Per, 2005. "Wage Theories for the Swedish Labour Market," Working Paper Series 207, Trade Union Institute for Economic Research.

    More about this item

    Keywords

    Careers; Job ladders; Job complexity; Gender and wages;

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials

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