Once in the Door: Gender, Tryouts, and the Initial Salaries of Managers
Name
ManagerialPipelineRG.pdf
Size
796.59 KB
Format
Adobe PDF
Checksum (MD5)
1370feb2c48a25574a1531e74cb689fc
Author(s)
Sterling, Adina D.
Fernandez, Roberto M
Date Issued
January 2018
Journal
Management Science
Publisher
Institute for Operations Research and the Management Sciences (INFORMS)
Citation
Sterling, Adina D., and Roberto M. Fernandez. “Once in the Door: Gender, Tryouts, and the Initial Salaries of Managers.” Management Science 64, no. 11 (November 2018): 5444–5460 © 2018 INFORMS
Version
Original manuscript
Abstract
Although women pursue managerial credentials at nearly the same rate as men, gender disparities in wages exist because of the shortfall in wages women sustain relative to men at the onset of their careers. This article develops a tryout approach to test for the presence of demand-side contributions to initial wage inequality while also developing and testing theory on why it may be lessened through internships. Using detailed data on graduates from an elite management program from 2009–2010, our analyses reveal that internships are associated with the gap in men’s and women’s initial salaries. For men, there is no di erence in salary o ers from employers where an internship occurs versus one where an internship does not occur. However, women receive higher salaries from employers where an internship first takes place. Keywords: inequality; gender; organizations; labor markets
MIT Department
Sloan School of Management
Terms of Use
Creative Commons Attribution-Noncommercial-Share Alike
Persistent DSpace Link
DOI of Published Version
https://doi.org/10.1287/MNSC.2017.2880
