Gender Differences in Executive Compensation and Job Mobility
George-Levi Gayle (),
Limor Golan () and
Robert Miller
Additional contact information
Robert Miller: Tepper School of Business, Carnegie Mellon University
No 2011-013, Working Papers from Human Capital and Economic Opportunity Working Group
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 find 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 differences are primarily attributable to female executives exiting at higher rates than men in an occupation where survival is rewarded with promotion and higher compensation.
Date: 2011-03
New Economics Papers: this item is included in nep-bec and nep-lab
Note: FI
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Citations: View citations in EconPapers (12)
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http://humcap.uchicago.edu/RePEc/hka/wpaper/Gayle_ ... rences-executive.pdf First version, March 2011 (application/pdf)
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Persistent link: https://EconPapers.repec.org/RePEc:hka:wpaper:2011-013
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