A sticky floors model of promotion, pay, and gender

The Part-Time Wage Gap: a Career Perspective

“…The part-time wage gap may also evolve during workers' career progression, in fact, wage changes around promotions are substantial (Baker et al 1994, Booth et al 2003, Belzil and Bognanno 2005. 3 2 In the presence of fixed labor costs (such as hiring and training costs) firms may be able to equalize labor costs across part-time and full-time jobs.…”

“…There is indirect evidence, based on US and UK data, of a positive relationship between the number of hours worked (overtime) and the incidence of promotions among full-time workers (Bishop 1990, McCue 1996, Booth et al 2003. UK data shows that, when part-time jobs are included, male workers turn out to have a higher probability of being promoted than their female colleagues (Booth et al 2003).…”

“…UK data shows that, when part-time jobs are included, male workers turn out to have a higher probability of being promoted than their female colleagues (Booth et al 2003). In other words, women's choices for part-time jobs may indeed lower their promotion probability and have long-lasting consequences.…”

Determinants of Salary Dispersion among Political Science Faculty: The Differential Effects of Where You Work (Institutional Characteristics) and What You Do (Negotiate and Publish)

“…Some research indicates that women negotiate less than men, in part because of the belief that women cannot sincerely argue that they will move if their demands are not met. Booth, Francesconi, and Frank (2003) develop a "loyal servants" model of outside offers and gender pay differentials, according to which employers can exploit the likelihood that family commitments typically limit female mobility more than male mobility. If indeed differential patterns of negotiation are determining salaries, this may have insidious consequences, with female faculty unlikely to be able to reduce through negotiation the gap between their salaries and those of their male counterparts.…”

The role of job assignment and human capital endowments in explaining gender differences in job performance and promotion

“…However, within the same pay grade level (and also conditional on performance, specific and general human capital, occupation, and unobserved heterogeneity), women's promotion probabilities are similar to or better than those of men, suggesting that discrimination does not explain why women are concentrated in lower-level positions. An alternative 26 'Sticky floors' refers to the situation where women's promotion rates are similar to men, but their wage growth upon promotion is lower (see Booth et al, 2003). Since in our data wages are rigidly tied to job levels, promotions and wage growth move in tandem.…”