Gender Differences in Sorting

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Gender Differences in Sorting

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dc.contributor.author Merlino, Luca Paolo
dc.contributor.author Parrotta, Pierpaolo
dc.contributor.author Pozzoli, Dario
dc.date.accessioned 2014-06-06T08:04:31Z
dc.date.available 2014-06-06T08:04:31Z
dc.date.issued 2014-06-06
dc.identifier.uri http://hdl.handle.net/10398/8929
dc.description.abstract In this paper, we investigate the sorting of workers in rms to understand gender gaps in labor market outcomes. Using Danish employer-employee matched data, we find strong evidence of glass ceilings in certain firms, especially after motherhood, preventing women from climbing the career ladder and causing the most productive female workers to seek better jobs in more female-friendly firms in which they can pursue small career advancements. Nonetheless, gender differences in promotion persist and are found to be similar in all firms when we focus on large career advancements. These results provide evidence of the sticky floor hypothesis, which, together with the costs associated with changing employer, generates persistent gender gaps. en_US
dc.format.extent 44 en_US
dc.language eng en_US
dc.publisher Copenhagen Business School. CBS en_US
dc.relation.ispartofseries Working Paper;1-2014
dc.subject.other Sorting en_US
dc.subject.other Assortative Matching en_US
dc.subject.other Gender Gap en_US
dc.subject.other Glass Ceiling en_US
dc.subject.other Sticky Floor en_US
dc.title Gender Differences in Sorting en_US
dc.type wp en_US
dc.contributor.corporation Copenhagen Business School. CBS en_US
dc.contributor.department Økonomisk Institut en_US
dc.contributor.departmentshort ECON en_US
dc.contributor.departmentuk Department of Economics en_US
dc.contributor.departmentukshort ECON en_US
dc.publisher.city Frederiksberg en_US
dc.publisher.year 2014 en_US


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