The Glass Ceiling Effect

Clicks: 188
ID: 305941
2001
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Abstract
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, but 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.
Reference Key
openalex_W2144703530 Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors David A. Cotter, Joan M. Hermsen, S. Ovadia, Reeve Vanneman
Journal social forces
Year 2001
DOI
10.1353/sof.2001.0091
URL
https://doi.org/10.1353/sof.2001.0091
Keywords Keywords not found

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