Unequal Assignment and Unequal Promotion in Job Ladders
Sprache des Titels:
In this study gender differentials in professional status attainment are analysed. In the theoretical literature, unequal treatment of females is often rationalised by their higher probability of quitting. To test this hypothesis empirically we use data form the Austrian microcensus and find that neither the risk of childbearing nor different productive characteristics can explain the crowding of females in lower hierarchical positions. Females have to fulfill higher ability standards to be promoted; work experience is not rewarded in the same manner as it is for men.