Arbeitspapier
Glass ceiling effect and earnings: the gender pay gap in managerial positions in Germany
Although there are a variety of studies on the gender pay gap, only a few relate to managerial positions. The present study attempts to fill this gap. Managers in private companies in Germany are a highly selective group of women and men, who differ only marginally in their human capital endowments. The Oaxaca/Blinder decomposition shows that the gender pay gap in the gross monthly salary can hardly be explained using the human capital approach. Adding variables on gender-specific labor market segregation and dimensions of the household and family to the model allows more than two-thirds of the gender pay gap to be explained. However, taking selection effects in a managerial position into account (Heckman correction), the proportion explained decreases to only one-third. This reveals the real extent to which women are disadvantaged on the labor market. In addition, we observe not only that the wages in typical women's jobs are lower than in typical men's jobs but also that women are paid less than men in typical women's jobs. The two-thirds of the gender pay gap that remain unexplained represent the unobserved heterogeneity. This includes, for example, general societal and cultural conditions as well as structures and practices on the labor market and in companies that subject women to pay discrimination and pose an obstacle to them breaking the glass ceiling.
- Language
-
Englisch
- Bibliographic citation
-
Series: DIW Discussion Papers ; No. 905
- Classification
-
Wirtschaft
Wage Level and Structure; Wage Differentials
Economics of Gender; Non-labor Discrimination
Human Capital; Skills; Occupational Choice; Labor Productivity
- Subject
-
Gender pay gap
managerial positions
segregation
Oaxaca/Blinder decomposition
Heckman correction
Führungskräfte
Lohndifferenzierung
Geschlechterdiskriminierung
Humankapital
Schätzung
Deutschland
- Event
-
Geistige Schöpfung
- (who)
-
Busch, Anne
Holst, Elke
- Event
-
Veröffentlichung
- (who)
-
Deutsches Institut für Wirtschaftsforschung (DIW)
- (where)
-
Berlin
- (when)
-
2009
- Handle
- Last update
-
10.03.2025, 11:44 AM CET
Data provider
ZBW - Deutsche Zentralbibliothek für Wirtschaftswissenschaften - Leibniz-Informationszentrum Wirtschaft. If you have any questions about the object, please contact the data provider.
Object type
- Arbeitspapier
Associated
- Busch, Anne
- Holst, Elke
- Deutsches Institut für Wirtschaftsforschung (DIW)
Time of origin
- 2009
Other Objects (12)
Glass Ceiling Effect and Earnings: The Gender Pay Gap in Managerial Positions in Germany
Gender-Specific Occupational Segregation, Glass Ceiling Effects, and Earnings in Managerial Positions: Results of a Fixed Effects Model
Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions: Results of a fixed effects model
Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions: Results of a fixed effects model
Women in managerial positions in Europe: Focus on Germany
Women in Managerial Positions in Europe: Focus on Germany
Gender Differences in Subjective Well-Being In and Out of Management Positions
Gender Differences in Subjective Well-Being in and out of Management Positions
Gender differences in subjective well-being in and out of management positions
Gender differences in subjective well-being in and out of management positions
Do women in highly qualified positions face higher work-to-family conflicts in Germany than men?
Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany Than Men?
Glass Ceiling Effect and Earnings: The Gender Pay Gap in Managerial Positions in Germany
Gender-Specific Occupational Segregation, Glass Ceiling Effects, and Earnings in Managerial Positions: Results of a Fixed Effects Model
Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions: Results of a fixed effects model
Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions: Results of a fixed effects model
Women in managerial positions in Europe: Focus on Germany
Women in Managerial Positions in Europe: Focus on Germany
Gender Differences in Subjective Well-Being In and Out of Management Positions
Gender Differences in Subjective Well-Being in and out of Management Positions
Gender differences in subjective well-being in and out of management positions
Gender differences in subjective well-being in and out of management positions
Do women in highly qualified positions face higher work-to-family conflicts in Germany than men?
Do Women in Highly Qualified Positions Face Higher Work-to-Family Conflicts in Germany Than Men?
Glass Ceiling Effect and Earnings: The Gender Pay Gap in Managerial Positions in Germany
Gender-Specific Occupational Segregation, Glass Ceiling Effects, and Earnings in Managerial Positions: Results of a Fixed Effects Model
Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions: Results of a fixed effects model
Gender-specific occupational segregation, glass ceiling effects, and earnings in managerial positions: Results of a fixed effects model
Women in managerial positions in Europe: Focus on Germany
Women in Managerial Positions in Europe: Focus on Germany
Gender Differences in Subjective Well-Being In and Out of Management Positions
Gender Differences in Subjective Well-Being in and out of Management Positions
Gender differences in subjective well-being in and out of management positions
Gender differences in subjective well-being in and out of management positions
Do women in highly qualified positions face higher work-to-family conflicts in Germany than men?