A sticky floors model of promotion, pay, and gender
By Alison L. Booth, Marco Francesconi, J. Frank. 2003
400 citations recorded by the source corpus.
Subfields: Demography, Economics and Econometrics, Gender Studies
View Paper: https://www.semanticscholar.org/paper/19c825d8afb732ee7ee89d3e4aa2539d28d1141a
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Demography
- M. Verner
- V. Smith
- G. Heineck
- Nina Smith
- Lyn Craig
- Amalia R. Miller
- Christoph Wunder
- Judith E. Brown
In Economics and Econometrics
- M. Verner
- Astrid Kunze
- V. Smith
- Ana Fernandez Sainz
- G. Heineck
- Nina Smith
- M. Castro
- Amalia R. Miller
In Gender Studies
- M. Verner
- Judith E. Brown
- Astrid Kunze
- V. Smith
- Nina Smith
- Amalia R. Miller
- G. Heineck
- R. García‐Retamero
Citations in the corpus
- Ceiling and Floors: Gender Wage Gaps by Education in Spain (2005, neutral): “Alternatively, Booth et al. (2003) depart from the assumption of perfect competition by introducing some monopsonistic power by firms.”
- Gender Wage Gap: A Semi-Parametric Approach with Sample Selection Correction (2011, neutral): “2The sticky floor and glass ceiling phenomena follow the definitions of Booth et al. (2003) and Albrecht et al. (2003), respectively.”
- Why are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997–2007 (2013, methodology): “Booth et al. (2003) use the concept sticky oorsas an alternative explanation of the few women observed at the”
- Prejudice against Women in Male-congenial Environments: Perceptions of Gender Role Congruity in Leadership (2006, background): “Participants’ predictions about the candidate’s future salary also mirrored the fact that women earn less money in the same position as men do in real life ( Booth et al., 2003 ).”
- Glass Ceiling or Sticky Floor? Exploring the Australian Gender Pay Gap using Quantile Regression and Counterfactual Decomposition Methods (2005, neutral): “Booth et al. (2003) defined it as a situation arising where otherwise identical men and women might be appointed to the same pay scale or rank, but the women are appointed at the bottom and men further up the scale.2 In Australia, the Sex Discrimination Act 1984 was adopted to promote…”
- Feeling Rushed: Gendered Time Quality, Work Hours, Nonstandard Work Schedules, and Spousal Crossover (2017, background): “Prevalent social attitudes and institutional structures perpetuate gender gaps in market and care work (Blau & Kahn, 2007; Booth et al., 2003; Ferree, 2010; Lewis, 2009; Ridgeway, 2009; Williams, 2010), and the family remains a primary site for maintaining and enacting gender through paid and…”
- Working Time Preferences, Hours Mismatch and Well-Being of Couples: Are There Spillovers? (2012, background): “The relevant literature is addressed in each section.”
- Analyzing Semiparametrically the Trends in the Gender Pay Gap - The Example of Spain (2008, background): “Booth, Francesconi, and Frank (2003) define this as the situation where men and women with identical endowments might be appointed to the same pay scale, but the women are appointed at the bottom and men further up the scale.”
- Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies (2017, background): “This concept of a sticky floor differs somewhat from that Booth et al. (2003), which instead relates to wages within ranks.”