| 来源类型 | Working Paper |
| 规范类型 | 报告 |
| DOI | 10.3386/w7931 |
| 来源ID | Working Paper 7931 |
| The Gender Gap in Top Corporate Jobs | |
| Marianne Bertrand; Kevin F. Hallock | |
| 发表日期 | 2000-10-01 |
| 出版年 | 2000 |
| 语种 | 英语 |
| 摘要 | This paper studies the gender compensation gap among high-level executives in US corporations. We use the ExecuComp data set that contains information on total compensation for the top five highest paid executives of a large group of US firms over the period 1992-1997. About 2.5% of the executives in the sample are women. These women earn about 45% less than their male counterparts. As much as 75% of this gap can be accounted for by the fact that women manage smaller companies and are less likely to be CEO, Chair, or President of their company. The unexplained gender gap can be reduced to less than 5% when one further accounts for the fact that female executives are younger and have less seniority than male executives. Over the period under study, women have nearly tripled their participation in the top executive ranks and have also strongly improved their relative compensation, mostly by gaining representation into the larger corporations. While the absence of a significant gender gap (once we control for measurable characteristics) implies that women and men who hold similar jobs in firms of similar size received fairly equal treatment in terms of compensation, it does not rule out the possibility of discrimination in terms of gender segregation or promotion. |
| URL | https://www.nber.org/papers/w7931 |
| 来源智库 | National Bureau of Economic Research (United States) |
| 引用统计 | |
| 资源类型 | 智库出版物 |
| 条目标识符 | http://119.78.100.153/handle/2XGU8XDN/565517 |
| 推荐引用方式 GB/T 7714 | Marianne Bertrand,Kevin F. Hallock. The Gender Gap in Top Corporate Jobs. 2000. |
| 条目包含的文件 | ||||||
| 文件名称/大小 | 资源类型 | 版本类型 | 开放类型 | 使用许可 | ||
| w7931.pdf（263KB） | 智库出版物 | 限制开放 | CC BY-NC-SA | 浏览 | ||
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