Glass ceilings or glass doors? The role of firms in male-female wage disparities

摘要

I use Canadian linked employer-employee data to examine whether women face a glass ceiling in the labour market. I also measure the extent to which the glass ceiling comes about because women are segregated into lower-paying firms, or because they are segregated into lower-paying jobs within firms. I find clear evidence that women experience a glass ceiling that is driven by their disproportionate sorting across firm types (glass doors) rather than within firms. I find no evidence that these results are supply-driven. However, my results are consistent with predictions of an efficiency wage model where high-paying firms discriminate against females.