Gender Differences in Sorting

Luca Paolo Merlino, Pierpaolo Parrotta, Dario Pozzoli

Publikation: Working paperForskning

12 Downloads (Pure)

Resumé

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 fiend 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.
OriginalsprogEngelsk
Udgivelses stedFrederiksberg
UdgiverCopenhagen Business School, CBS
Antal sider44
StatusUdgivet - 19 maj 2014
NavnWorking Paper / Department of Economics. Copenhagen Business School
Nummer1-2014

Emneord

  • Sorting
  • Assortative Matching
  • Gender Gap
  • Glass Ceiling
  • Sticky Floor

Citer dette

Merlino, L. P., Parrotta, P., & Pozzoli, D. (2014). Gender Differences in Sorting. Frederiksberg: Copenhagen Business School, CBS. Working Paper / Department of Economics. Copenhagen Business School, Nr. 1-2014
Merlino, Luca Paolo ; Parrotta, Pierpaolo ; Pozzoli, Dario . / Gender Differences in Sorting. Frederiksberg : Copenhagen Business School, CBS, 2014. (Working Paper / Department of Economics. Copenhagen Business School; Nr. 1-2014).
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Merlino, LP, Parrotta, P & Pozzoli, D 2014 'Gender Differences in Sorting' Copenhagen Business School, CBS, Frederiksberg.

Gender Differences in Sorting. / Merlino, Luca Paolo; Parrotta, Pierpaolo; Pozzoli, Dario .

Frederiksberg : Copenhagen Business School, CBS, 2014.

Publikation: Working paperForskning

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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 fiend 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.

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Merlino LP, Parrotta P, Pozzoli D. Gender Differences in Sorting. Frederiksberg: Copenhagen Business School, CBS. 2014 maj 19.