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Intrafirm Mobility and Sex Differences in Pay

Author

Listed:
  • Ransom, Michael R.

    (Brigham Young University)

  • Oaxaca, Ronald L.

    (University of Arizona)

Abstract

In this paper we analyze eight years of employment data of a regional grocery store chain in the U.S. The data include job titles, wage rates, and earnings for all employees. We examine initial job assignments, mobility between departments, and mobility into supervisory and management positions in the firm. We model the flows of individuals between different departments and jobs within the firm as a Markov process. The estimated transition probabilities imply that expected seniority is greater for women. We find a pattern of intrafirm mobility and initial job assignment that generally penalizes women, even after taking account of individuals' characteristics.

Suggested Citation

  • Ransom, Michael R. & Oaxaca, Ronald L., 2003. "Intrafirm Mobility and Sex Differences in Pay," IZA Discussion Papers 704, IZA Network @ LISER.
    • Handle: RePEc:iza:izadps:dp704
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    References listed on IDEAS

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    1. Ronald Oaxaca & Michael Ransom, 2003. "Using Econometric Models for Intrafirm Equity Salary Adjustments," The Journal of Economic Inequality, Springer;Society for the Study of Economic Inequality, vol. 1(3), pages 221-249, December.
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    8. Shoshana Neuman & Ronald Oaxaca, 2004. "Wage Decompositions with Selectivity-Corrected Wage Equations: A Methodological Note," The Journal of Economic Inequality, Springer;Society for the Study of Economic Inequality, vol. 2(1), pages 3-10, April.
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    Keywords

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    JEL classification:

    • J3 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs
    • J6 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers

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