Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/266765 
Year of Publication: 
2022
Citation: 
[Journal:] Gender, Work & Organization [ISSN:] 1468-0432 [Volume:] 29 [Issue:] 6 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2022 [Pages:] 1910-1926
Publisher: 
Wiley, Hoboken, NJ
Abstract: 
The present paper explores the two components of the glass ceiling effect: promotion barriers for women to the executive sphere and a gender‐based differential in executive pay. The research setting is the British oil industry, which constitutes a male‐dominated sector. Analyzing both components separately, the results suggest that females are promoted more frequently to the executive ranks while they experience a pay bias compared to men. Thus, the analysis reveals that the glass ceiling is cracking in this gender‐imbalanced industry. Yet, pay discrimination still exists. However, within the narrow corridor of executives, the present study suggests that gender pay discrimination diminishes the higher one who climbs up the executive ladder. The latter finding raises the cynical question: How far up the hierarchy ladder does a woman need to climb to overcome gender‐based pay discrimination?
Subjects: 
decomposition
executive labor market
gender bias in promotion
gender pay gap
glass ceiling
male‐dominated industry
pay discrimination
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by-nc-nd Logo
Document Type: 
Article
Document Version: 
Published Version

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