Dynamics of the Gender Gap for Young Professionals in the Financial and Corporate Sectors

By Marianne Bertrand, Claudia Goldin, Lawrence F. Katz. 2010

1,206 citations recorded by the source corpus.

Subfields: Education, Gender Studies, Safety Research

View Paper: https://www.semanticscholar.org/paper/1992ba71d7e8f4782f4597ab9ce2254019049a0b

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Citations in the corpus

Publishing while Female. Are women held to higher standards? Evidence from peer review. (2017, background): “Traditional hypotheses focus on obvious discrimination (Goldin and Rouse, 2000), motherhood (Bertrand et al., 2010) and differences in behaviour (e.”
Why are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997–2007 (2013, background): “In the seminal study by Bertrand and Hallock (2001) on the earnings of US CEOs, the rawcompensation”
Top of the Class: The Importance of Ordinal Rank (2018, positive): “We provide evidence that this previously undiscovered channel contributes to the well-documented gender gap in the STEM subjects (Guiso et al., 2008; Joensen & Nielsen, 2009; Bertrand et al., 2010).”
CEO Gender, Corporate Risk-Taking, and the Efficiency of Capital Allocation (2016, background): “Their model also explains occupational segregation by gender, which is further validated by Goldin (1990), Altonji and Blank (1999), and Bertrand et al. (2010).”
College Major Choice and the Gender Gap (2013, neutral): “…for work fl exibility, with women preferring careers in which labor force interruptions and reduced hours of work are less costly (Polacheck 1981; Bertrand et al. 2010).6 Both vectors, a and c, are uncertain at time t; individual i possesses subjective beliefs Pikt(a,c) about the outcomes…”
Do Firms Respond to Gender Pay Gap Transparency? (2019, neutral): “For example, the fact that having children penalizes women in terms of wages is well known (e.g., Bertrand, Goldin, and Katz, 2010; Kleven, Landais, and Søgaard, 2018).25 In Appendix Table A9, we show this same characteristic also affects the strength of the reaction to the regulation.”
Human Capital Investments and Expectations about Career and Family (2016, neutral): “In addition to levels of earnings, perceived earnings growth may also be an important consideration.(14) Given that we have collected data on full-time earnings beliefs at three ages for each individual, we can also construct individual-specific beliefs about the growth in earnings.”
Bargaining, Sorting, and the Gender Wage Gap: Quantifying the Impact of Firms on the Relative Pay of Women (2016, neutral): “A recent literature (e.g., Bertrand et al, 2010; Goldin, 2014) suggests that part of the gender wage gap is due to compensating differentials for long hours of work.”
Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership (2011, neutral): “Journal of Population Economics.”