IDEAS home Printed from
MyIDEAS: Login to save this paper or follow this series

The gender wage gap in top corporate jobs is still there

We investigate the gender wage gap in top corporate jobs for the years 2000 till 2004. Using data from the OSIRIS database, we ¯nd that female managers receive 24.0 percent less in total compensation (salary, bonuses, other payments and exer- cised stock options) than their male colleagues. When we control for personal, ¯rm and industry characteristics, this di®erence reduces to 15.9 percent. Controlling for occupational segregation, i.e. \glass ceiling", reduces the di®erence to 6.0 percent. Additional results that fully consider the role of stock option indicate a 9.0 to 12.1 percent di®erence. These results suggest that the main sources of the gender wage gap in top corporate jobs are occupational segregation and a di®erent endowment of male and female managers with stock options.

If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.

File URL:
Download Restriction: no

Paper provided by University of Vienna, Department of Economics in its series Vienna Economics Papers with number 0701.

in new window

Date of creation: Jan 2007
Date of revision:
Handle: RePEc:vie:viennp:0701
Contact details of provider: Web page:

References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:

as in new window
  1. repec:nsr:niesrd:50 is not listed on IDEAS
  2. Kuhn, Peter J, 1990. "Sex Discrimination in Labor Markets: The Role of Statistical Evidence: Reply," American Economic Review, American Economic Association, vol. 80(1), pages 290-97, March.
  3. Doris Weichselbaumer & Rudolf Winter-Ebmer, 2005. "A Meta-Analysis of the International Gender Wage Gap," Journal of Economic Surveys, Wiley Blackwell, vol. 19(3), pages 479-511, 07.
  4. Thomas DeLeire & Helen Levy, 2004. "Worker Sorting and the Risk of Death on the Job," Journal of Labor Economics, University of Chicago Press, vol. 22(4), pages 925-954, October.
  5. McNabb, Robert & Wass, Victoria, 1997. "Male-Female Salary Differentials in British Universities," Oxford Economic Papers, Oxford University Press, vol. 49(3), pages 328-43, July.
  6. Marianne Bertrand & Kevin F. Hallock, 2000. "The Gender Gap in Top Corporate Jobs," NBER Working Papers 7931, National Bureau of Economic Research, Inc.
  7. Muriel Niederle & Lise Vesterlund, 2005. "Do Women Shy Away From Competition? Do Men Compete Too Much?," NBER Working Papers 11474, National Bureau of Economic Research, Inc.
  8. Altonji, Joseph G. & Blank, Rebecca M., 1999. "Race and gender in the labor market," Handbook of Labor Economics, in: O. Ashenfelter & D. Card (ed.), Handbook of Labor Economics, edition 1, volume 3, chapter 48, pages 3143-3259 Elsevier.
  9. Bowles, Hannah Riley & Babcock, Linda & McGinn, Kathleen L., 2005. "Constraints and Triggers: Situational Mechanics of Gender in Negotiation," Working Paper Series rwp05-051, Harvard University, John F. Kennedy School of Government.
  10. Francois, Patrick & van Ours, Jan C, 2000. "Gender Wage Differentials in a Competitive Labour Market: The Household Interaction Effect," CEPR Discussion Papers 2603, C.E.P.R. Discussion Papers.
  11. Gunderson, Morley, 1975. "Male-Female Wage Differentials and the Impact of Equal Pay Legislation," The Review of Economics and Statistics, MIT Press, vol. 57(4), pages 462-69, November.
  12. Jennifer Hunt & Sonia Laszlo, 2005. "Bribery: Who Pays, Who Refuses, What Are the Payoffs?," NBER Working Papers 11635, National Bureau of Economic Research, Inc.
  13. Kenneth R Troske & Kimberly N Bayard & Judith Hellerstein & David Neumark, 1998. "New Evidence On Sex Segregation And Sex Differences In Wages From Matched Employee-Employer Data," Working Papers 98-18, Center for Economic Studies, U.S. Census Bureau.
  14. T.D. Stanley & Stephen B. Jarrell, 1998. "Gender Wage Discrimination Bias? A Meta-Regression Analysis," Journal of Human Resources, University of Wisconsin Press, vol. 33(4), pages 947-973.
  15. Lemieux, Thomas & MacLeod, W. Bentley & Parent, Daniel, 2007. "Performance Pay and Wage Inequality," IZA Discussion Papers 2850, Institute for the Study of Labor (IZA).
  16. Francine D. Blau & Lawrence M. Kahn, 2000. "Gender Differences in Pay," NBER Working Papers 7732, National Bureau of Economic Research, Inc.
  17. Barbezat, Debra A & Hughes, James W, 1990. "Sex Discrimination in Labor Markets: The Role of Statistical Evidence: Comment," American Economic Review, American Economic Association, vol. 80(1), pages 277-86, March.
Full references (including those not matched with items on IDEAS)

This item is not listed on Wikipedia, on a reading list or among the top items on IDEAS.

When requesting a correction, please mention this item's handle: RePEc:vie:viennp:0701. See general information about how to correct material in RePEc.

For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Paper Administrator)

If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

If references are entirely missing, you can add them using this form.

If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.

If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.

Please note that corrections may take a couple of weeks to filter through the various RePEc services.

This information is provided to you by IDEAS at the Research Division of the Federal Reserve Bank of St. Louis using RePEc data.