TY - UNPB
T1 - Gender differences in sorting
AU - Merlino, L.P.
AU - Parrotta, P.
AU - Pozzoli, D.
PY - 2014/1/1
Y1 - 2014/1/1
N2 - In this paper, we investigate the sorting of workers in firms to understand gender gaps in labor market outcomes. Using Danish employer-employee matched data, we find strong evidence of glass ceilings in certain firms, especially after motherhood, preventing women from climbing the career ladder and causing the most productive female workers to seek better jobs in more female-friendly firms in which they can pursue small career advancements. Nonetheless, gender differences in promotion persist and are found to be similar in all firms when we focus on large career advancements. These results provide evidence of the sticky floor hypothesis, which, together with the costs associated with changing employer, generates persistent gender gaps.
AB - In this paper, we investigate the sorting of workers in firms to understand gender gaps in labor market outcomes. Using Danish employer-employee matched data, we find strong evidence of glass ceilings in certain firms, especially after motherhood, preventing women from climbing the career ladder and causing the most productive female workers to seek better jobs in more female-friendly firms in which they can pursue small career advancements. Nonetheless, gender differences in promotion persist and are found to be similar in all firms when we focus on large career advancements. These results provide evidence of the sticky floor hypothesis, which, together with the costs associated with changing employer, generates persistent gender gaps.
U2 - 10.26481/umagsb.2014022
DO - 10.26481/umagsb.2014022
M3 - Working paper
T3 - GSBE Research Memoranda
BT - Gender differences in sorting
PB - Maastricht University, Graduate School of Business and Economics
CY - Maastricht
ER -