Glass Ceilings or Sticky Floors? Statistical Discrimination in a Dynamic Model of Hiring and Promotion

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Racial Discrimination in the Labor Market: Theory and Empirics (2012, unknown): “Bjerk (2008), for example, points out the very low rep‑ resentation of blacks among baseball man‑ agers.”
Gender Wage Gap: A Semi-Parametric Approach with Sample Selection Correction (2011, unknown): “Bjerk (2008) theoretically clarifies instead the reason why we should expect gender inequality of opportunity with respect to hiring and promotion to the top jobs and, hence, glass ceilings.”
Why are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997–2007 (2013, methodology): “According to the model in 5 Bjerk (2008), female executives face statistical discrimination at lower levels, but for those women who succeed in getting into a career track there is no statistical discrimination.”
A Systematic Review of the Gender Pay Gap and Factors That Predict It (2017, background): “A number of studies (mostly conducted in the private sector) also confirm the presence of glass ceiling, where women face invisible barriers that prevent them from accessing promotion into management positions (Bjerk, 2008; Cook & Glass, 2014; Gobillion et al., 2015; Gorman & Kmec, 2009).”