Gender Differences in Executive Compensation and Job Mobility

George-Levi Gayle (), Limor Golan () and Robert A. Miller

Journal of Labor Economics, 2012, vol. 30, issue 4, 829 - 872

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. We find, controlling for executive rank and background, that women earn higher compensation than men, experience more income uncertainty, and are promoted more quickly. Among survivors, being female increases the chance of becoming chief executive officer. The unconditional gender pay gap and job-rank differences are primarily attributable to female executives exiting the occupation at higher rates than men.

Date: 2012
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (67)

Downloads: (external link)
http://dx.doi.org/10.1086/666615 (application/pdf)
http://dx.doi.org/10.1086/666615 (text/html)
Access to the online full text or PDF requires a subscription.

Related works:
Working Paper: Gender Differences in Executive Compensation and Job Mobility (2011)
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:ucp:jlabec:doi:10.1086/666615

Access Statistics for this article

More articles in Journal of Labor Economics from University of Chicago Press
Bibliographic data for series maintained by Journals Division ().