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The gender pay gap at the top: the role of networks d.repec.org/n?u=RePEc:ptu:wpap
"…female top managers in Portugal earn 25% less than their male counterparts, even after controlling for factors such as age, education, and tenure.
… introducing new metrics for #network size and gender composition based on managers’ past interactions, … networks account for 20% of this pay gap, primarily through firm #sorting, as networks enable access to higher-paying firms. Focusing on episodes of transitions between firms, we estimate a pay gap of around 22%, indicating that most of the gender pay gap originates during the #hiring process.… one-third of the gap is explained by differences in networks. The #networkEffect works through two channels: by facilitating access to higher-paying firms (70% of the effect) and by enhancing #bargainingPower during salary negotiations in the new firm (30%).
#wages #gpg #LaborMarkets