Promotions in the Spanish Labour Market: Differences by Gender

Abstract

In this paper we compare the professional careers of women and men in the Spanish labour market. We use a sample from the Encuesta de Estructura, Conciencia y Biografia de Clase (1991) to estimate count data models (negative binomial models) to explain the number of promotions received in the firm, for males and females separately. Then, using the estimated coefficients from these models, we apply a variant of Oaxaca's decomposition approach to divide the gap in average promotions by gender into two parts: one of them due to differences in endowments and the other is associated with differences in the ‘return’ of such as endowments in terms of opportunities of upward mobility. The findings indicate that women receive fewer promotions than men with the same qualifications due to differential treatment in the market.

Male-female earnings differentials among lawyers in Britain: a legacy of the law or a current practice?

“…The findings that parental leave and child-centred part-time work do not affect the probability of promotion are surprising since our earlier discussion emphasised the role of 16 In the absence of longitudinal data, a number of studies have used cross-section data to model gender differences in the likelihood of promotion (see, inter alia, Hersch and Viscusi, 1996;Ginther and Hayes, 2003;and Garcia-Crespo, 2001). effort and commitment in determining promotion.…”

“…However, the release of the data is subject to consultation with the Law Society. 10 Trends in the Solicitors Profession: Annual Statistical Report, Law Society, 1999 and2001. occupational levels are distinguished in the data: assistant/associate solicitors and partners. Gender differences reported in Table 1 indicate a clear difference in occupational level with only 20 per cent of women achieving partner level compared to 54 per cent of men.…”

Discrimination, Performance and Career Progression in Australian Public Sector Labor Markets

“…These techniques have been devised primarily for the analysis of wage differentials (see Oaxaca and Random 1994). While decomposition techniques can be used also to decompose promotion, they have only rarely been used to do so (for exceptions see Jackson 1992 andGarcia-Crespo 2001).…”

“…33 An alternative approach is to use the average values and solve the equations for this. That is, instead of evaluating at the mean of the sample, we follow Garcia-Crespo (2001) and evaluate for all individuals using the observed distribution of endowments. 34 There is little difference to the results if females are used as the benchmark.…”

“…Recently, researchers have began to explore the determinants of promotion in other nations. Some examples include Garcia-Crespo (2001) and Bayo-Moriones and Ortín-Ángel (2006) for Spain, and Pekkarinen and Vartiainen (2006) for Finland.…”