Journal
SOCIAL FORCES
Volume 80, Issue 2, Pages 655-681Publisher
UNIV NORTH CAROLINA PRESS
DOI: 10.1353/sof.2001.0091
Keywords
-
Categories
Ask authors/readers for more resources
The popular notion of glass ceiling effects implies that gender (or other) disadvantages are stronger at the top of the hierarchy than at lower levels and that these disadvantages become worse later in a persons career. We define four specific criteria that must be met to conclude that a glass ceiling exists. Using random effects models and data from the Panel Study of Income Dynamics, we examine gender and race inequalities at the 25th, 50th, and 75th percentiles of white male earnings. We find evidence of a glass ceiling for women, bia racial inequalities among men do not follow a similar pattern. Thus, we should not describe all systems of differential work rewards as glass ceilings. They appear to be a distinctively gender phenomenon.
Authors
I am an author on this paper
Click your name to claim this paper and add it to your profile.
Reviews
Recommended
No Data Available