Documents Smith, Valdemar 2 results

"The authors estimate the probability of promotion into VP and CEO positions using employer-employee data from all Danish companies observed during the period 1997 to 2007. After controlling for a large number of firm- and family-related variables, including take-up history of maternity and paternity leave and proxies for "female-friendly" companies, a considerable gender gap still exists in the probability of promotion to CEO positions. Part of the gap is due to gender differences in the area of specialization of top executives. Women tend to cluster in VP positions in HR, R&D, and IT areas in which the chances of a CEO promotion are lower than for positions as CFOs and VPs in Sales or Production areas."

"This paper analyses the gender gap in compensation for CEOs, Vice-Directors, and potential top executives in the 2000 largest Danish private companies based on a panel data set of employer-employees data covering the period 1996-2005. During the period, the overall gender gap in compensation for top executives and potential top executives decreased from 35 percent to 31 percent. However, contrary to many other studies, we do not find that the gender gap for Danish top executives disappears when controlling for observed individual and firm characteristics and unobserved individual heterogeneity. For CEOs, the raw compensation gap is 28 percent during the period while the estimated compensation gap after controlling for observed and unobserved characteristics increases to 30 percent. For executives below the CEO level, the estimated compensation gap is lower, ranging from 15 to 20 percent. Thus, we find evidence of both glass ceilings and sticky floors in Danish private firms. "