Gender Differences in Executive Compensation and Job Mobility

Abstract

Fewer women than men become executive managers. They earn less over their careers, hold more junior positions, and exit the occupation at a faster rate. We compiled a large panel data set on executives and formed a career hierarchy to analyze mobility and compensation rates. We …nd that, controlling for executive rank and background, women earn higher compensation than men, experience more income uncertainty, and are promoted more quickly. Amongst survivors, being female increases the chance of becoming CEO. Hence, the unconditional gender pay gap and job-rank di¤erences are primarily attributable to female executives exiting at higher rates than men in an occupation where survival is rewarded with promotion and higher compensation.

Students’ perceptions of competencies by the end of a masters’ degree

“…These results are consistent with previous studies indicating that women score higher than men in measures of perception of career barriers (Cardoso & Ferreira Marques, 2001;Cardoso & Moreira, 2009;McWhirter, 1997), with subsequent impact in career planning (Cardoso & Moreira, 2009). Indeed, several studies have confirmed differences in various career outcomes across different fields, such as earning, promotions and occupation of executives' positions (Bertrand, Goldin, & Katz, 2010;Gayle, Golan, & Miller, 2012;Ginther & Hayes, 1999;Ginther & Kahn, 2004).…”

International Trade, Female Labor, and Entrepreneurship in MENA Countries

“…We find evidence suggesting women are likely to advance professionally in sectors in which their presence is stronger. We find evidence that suggests women are likely to climb professional ladders in sectors where their presence is stronger, a fact that is consistent with the evidence analyzed in Golan, Gayle, and Miller (2012). In our analysis, this empowerment through employment narrative is motivated by the positive and significant correlation (the point estimate is 0.21 with a corresponding p-value of 0.0000) between the average share of female employment and the average share of female-owned firms by sector and country that results after controlling for other observable characteristics of the firm (see Table 7).…”

Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance

“…See for example, Bertrand and Hallock (2001), Wolfers (2006), Gayle et al (2012), Dezsö and Ross (2012).…”

“…See for example, Bertrand and Hallock (2001), Wolfers (2006), Gayle et al (2012), Dezsö and Ross (2012). The literature on other countries is quite thin: see Cardoso and Winter-Ebmer (2010) (Portugal), Ahern and Dittmar (2012) and Matsa and Miller (2013) (Norway), Smith et al (2006) (Denmark), Gagliarducci and Paserman (2015) (Germany), and Flabbi et al (2016a) (Latin America).…”