Unequal on top: Gender profiling and the income gap among high earner male and female professionals.
We develop a comprehensive, multi-level model of income inequality between high earner men and women during the early career stages. We argue that young women are routinely subjected to “gender profiling” by employers—women’s potential contribution to the organization is interpreted through the lens...
| Published in: | Social Science Research Vol. 53; pp. 45 - 59 |
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| Main Authors: | , |
| Format: | Article |
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Academic Press Inc.
Sep2015
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| Online Access: | View this record in EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=108433838&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 108433838 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 0049089X SSS jtl: Social Science Research issn: 0049089X maglogo: N pubinfo: dt: Sep2015 vid: 53 pid: 735 pub: Academic Press Inc. artinfo: ui: 108433838 10.1016/j.ssresearch.2015.04.010 ppf: 45 ppct: 14 formats: tig: atl: Unequal on top: Gender profiling and the income gap among high earner male and female professionals. aug: au: Merluzzi, Jennifer Dobrev, Stanislav D. affil: Management, Tulane University, A.B. Freeman School of Business, 7 McAlister Drive, New Orleans, LA, 70118, United States Management, University of Wisconsin, Milwaukee, Sheldon B. Lubar School of Business, 3202 N. Maryland Ave., Milwaukee, WI 53211, United States su: Income gap Gender studies Class differences Wage differentials Pay equity Professional employees sug: subj: Income gap Gender studies Class differences Wage differentials Pay equity Professional employees keyword: Career studies Gender earnings gap Income inequality Career studies Gender earnings gap Income inequality ab: We develop a comprehensive, multi-level model of income inequality between high earner men and women during the early career stages. We argue that young women are routinely subjected to “gender profiling” by employers—women’s potential contribution to the organization is interpreted through the lens of social stereotypes and cultural norms that attribute to them weaker labor market commitment than men. We investigate two specific mechanisms that arise from this profiling and lead to income inequality: First, women have diminished access to resources and advancement opportunities within the firm which results in lower returns to tenure for women than for men. Second, external mobility is greatly beneficial for men but much less so for women because it reinforces the image of weak commitment. Salary regressions of early career history data of young MBA alumni of a prestigious U.S. business school accord with our conjectures. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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