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
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (12)

Downloads: (external link)
http://humcap.uchicago.edu/RePEc/hka/wpaper/Gayle_ ... rences-executive.pdf First version, March 2011 (application/pdf)

Related works:
Journal Article: Gender Differences in Executive Compensation and Job Mobility (2012)
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:hka:wpaper:2011-013

Access Statistics for this paper

More papers in Working Papers from Human Capital and Economic Opportunity Working Group Contact information at EDIRC.
Bibliographic data for series maintained by Jennifer Pachon ().