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Is the glass ceiling cracking? Gender compensation differentials and access to promotion among UK executives

Author

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  • Paul Gregg
  • Stephen Machin

Abstract

The study reported in this paper used data for the pay of over 29,000 top executives in UK‐based companies over the period 1989 to 1992. This is a fairly homogenous sample, where long‐term career commitment is common to both men and women. The results suggest that women are greatly under‐represented in top management, that women who do reach senior jobs are paid less than men, and that the situation is unlikely to change since relatively few women are now being promoted. There does appear to be a glass ceiling, and it does not appear to be cracking. Contact NIESR if copy required

Suggested Citation

  • Paul Gregg & Stephen Machin, 1993. "Is the glass ceiling cracking? Gender compensation differentials and access to promotion among UK executives," National Institute of Economic and Social Research (NIESR) Discussion Papers 50, National Institute of Economic and Social Research.
    • Handle: RePEc:nsr:niesrd:50
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    Cited by:

    1. Marianne Bertrand & Kevin F. Hallock, 2001. "The Gender Gap in Top Corporate Jobs," ILR Review, Cornell University, ILR School, vol. 55(1), pages 3-21, October.
    2. Paula Adam, "undated". "Careers or Stop Gap Work? Panel Data Analysis of Wives' Labour Supply Choices in Spain," Working Papers 104, IGIER (Innocenzo Gasparini Institute for Economic Research), Bocconi University.
    3. B. Burcin Yurtoglu & Christine Zulehner, 2007. "The gender wage gap in top corporate jobs is still there," Vienna Economics Papers 0701, University of Vienna, Department of Economics.
    4. Jurajda, Štěpán & Paligorova, Teodora, 2006. "Female Managers and their Wages in Central Europe," CEPR Discussion Papers 5871, Centre for Economic Policy Research.

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