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Assortative Matching and Gender

Author

Listed:
  • Merlino, Luca Paolo

    () (Université Paris 1 Panthéon-Sorbonne)

  • Parrotta, Pierpaolo

    () (IÉSEG School of Management)

  • Pozzoli, Dario

    () (Copenhagen Business School)

Abstract

Exploiting the richness of the Danish register data on individuals and companies, we are able to provide an overall assessment of the assortative matching patterns arising in the period 1996-2005 controlling for firms and individual characteristics. We find strong differences between men and women in assortativity. While positive assortative matching in job-to-job transitions emerges for good female workers, good male workers are more likely to be promoted. These differences are not present in female friendly firms which have high profits and where good female workers tend to find jobs. Complementary analysis on job-to-unemployment and job-to-self-employment transitions reveals a lower employer's willingness to retain women. Overall, we find strong evidence of glass-ceilings in certain firms preventing women to climb the carrier ladder and pushing them to look for better jobs offered by more female friendly firms.

Suggested Citation

  • Merlino, Luca Paolo & Parrotta, Pierpaolo & Pozzoli, Dario, 2012. "Assortative Matching and Gender," IZA Discussion Papers 6983, Institute for the Study of Labor (IZA).
  • Handle: RePEc:iza:izadps:dp6983
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    More about this item

    Keywords

    gender gap; glass ceiling; sticky floor; assortative matching;

    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
    • J62 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Job, Occupational and Intergenerational Mobility; Promotion

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