The gender gap in top corporate jobs
The gender gap in top corporate jobs
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DOI：
10.2307/2696183
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发表时间：
2001-10-01
期刊：
影响因子：
--
通讯作者：
Hallock, KF
中科院分区：
文献类型：
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作者：
Bertrand, M;Hallock, KF
使用ExecuComp数据集，其中包含1992-97年大量美国公司中每一家公司的五位最高薪酬高管的信息，作者研究了高层管理人员之间的性别薪酬差距。妇女约占抽样人数的2.5%，收入比男子少45%。高达75%的这一差距可以解释为，妇女管理的公司规模较小，不太可能担任首席执行官、董事长或公司总裁。考虑到女性高管的平均年龄较低，平均资历较低，这一无法解释的差距福尔斯降至不到5%。这些结果并不排除通过性别隔离或不平等晋升而产生歧视的可能性。然而，在1992年至1997年期间，妇女担任最高管理职务的人数几乎增加了两倍，她们的相对报酬也有了很大的提高，主要是因为她们在较大的公司中有了代表。
Using the ExecuComp data set, which contains information on the five highest-paid executives in each of a large number of U.S. firms for the years 1992-97, the authors examine the gender compensation gap among high-level executives. Women, who represented about 2.5% of the sample, earned about 45% less than men. As much as 75% of this gap can be explained by the fact that women managed smaller companies and were less likely to be CEO, Chair, or company President. The unexplained gap falls to less than 5% with an allowance for the younger average age and lower average seniority of the female executives. These results do not rule out the possibility of discrimination via gender segregation or unequal promotion. Between 1992 and 1997, however, women nearly tripled their participation in the top executive ranks and also strongly improved their relative compensation, mostly by gaining representation in larger corporations.