scholarly journals Gender Wage Discrimination in India: Glass Ceiling or Sticky Floor?

2012 ◽  
Author(s):  
Shantanu Khanna
Keyword(s):  
Glass Ceiling ◽  
Wage Discrimination ◽  
Sticky Floor

scholarly journals Sticky Floor, Broken Ladder, and Glass Ceiling: Gender and Racial Trends Among Neurosurgery Residents

Cureus ◽  
2021 ◽  
Author(s):  
Hamza Maqsood ◽  
Shifa Younus ◽  
Sadiq Naveed ◽  
Amna Mohyud Din Chaudhary ◽  
Muhammad T Khan ◽  
...  
Keyword(s):  
Glass Ceiling ◽  
Sticky Floor

scholarly journals Scrutinizing the sticky floor/glass ceiling phenomena in the informal labour market in Cameroon: An unconditional quantile regression analysis

2021 ◽  
Author(s):  
Ebenezer Lemven Wirba ◽  
Fiennasah Annif' Akem ◽  
Francis Menjo Baye
Keyword(s):  
Labour Market ◽  
Glass Ceiling ◽  
Decomposition Methods ◽  
Index Number ◽  
Earnings Distribution ◽  
Female Workers ◽  
Informal Labour ◽  
Quantile Regression Analysis ◽  
The Mean ◽  
Sticky Floor

Cameroon’s informal labour market largely harbours female workers, engaged mainly in low-productivity and low-paying jobs. We investigate the sticky floor and glass ceiling phenomena in the informal labour market as a whole and across its segments. We use the 2010 Cameroon labour market survey, employing the recentred influence function and blending the Oaxaca-Ransom and Neuman-Oaxaca decomposition methods. The resulting framework enables us to account for selectivity bias at the mean, resolve the index number problem of the standard decomposition, and examine earnings differentials across the unconditional earnings distribution. We find compelling evidence of a sticky floor phenomenon in the informal labour market manifested essentially among wage earners. Returns to experience mitigate the gender earnings gap at the mean, and 10th and 50th percentiles of the unconditional earnings distribution. Female workers have an unambiguous human-capital-based advantage over their male counterparts at the mean, lower tail, and median of the distribution.

“Glass Ceiling” and “Sticky Floor” in Estonian Public and Private Sectors

2021 ◽  
pp. 195-209
Author(s):  
Marge Unt ◽  
Magda Rokicka ◽  
Kadri Täht ◽  
Triin Roosalu
Keyword(s):  
Glass Ceiling ◽  
Public And Private ◽  
Sticky Floor

scholarly journals Sticky Floors and Occupational Segregation: Evidence from Pakistan

2008 ◽  
Vol 47 (4II) ◽  
pp. 837-849 ◽  
Author(s):  
Ather Maqsood Ahmed ◽  
Asma Hyder
Keyword(s):  
Human Capital ◽  
Glass Ceiling ◽  
Wage Differentials ◽  
Wage Differential ◽  
Sample Selection ◽  
Empirical Support ◽  
Wage Distribution ◽  
Empirical Estimation ◽  
Conditional Mean ◽  
Sticky Floor

Ever since the pioneering work on human capital modeling by Becker (1964) and Mincer (1974), estimation of earning potential and wage differentials in terms of differences in human capital endowments has been a favourite topic of research throughout the world. The empirical evidence has established, may be beyond doubt, that low returns are usually associated with low-level of human capital possessed by economic agents. Using appropriate controls for innate abilities, education, experience and training as primary determinants of human capital, the residual differential in wages among differentiated groups (on the basis of gender, race, and region) has often been characterised as discrimination [Blinder (1973) and Oaxaca (1973)]. The empirical estimation made further advances when the issue of sample selection bias was also settled by Heckman (1980). More recently the focus of research has shifted from differentials measured at the conditional mean (average) value to measurement at different points of wage distribution to test the ‘glass ceiling and sticky floor’ hypothesis.1 Some of the studies where quantile regression approach of Koenker and Bassett (1978) and Buchinsky (1998) has been adopted include Bjorklund and Vroman (2001), Dolado and Llorens (2004), and Albrecht, Vuuren, and Vroman (2004). On the basis of this research, the glass ceiling hypothesis has received fair amount of empirical support in much of the developed world. On the other hand, the sticky floor hypothesis has only been observed in some of the countries located in the southern Europe. The focus of present study is on Pakistan with three main objectives. First, to investigate if analysis at the conditional mean is sufficient to explain wage differential or an extensive work covering different points of wage distribution is required to have proper insight to the issue. This would, in turn, enable us to determine which of the two hypotheses, i.e., the glass ceiling or the sticky floor, is prevalent in the country? For this purpose, gender wage differentials at different quantiles, i.e., 10th, 25th, median,

scholarly journals Cultural Variations in the Glass Ceiling Effect: A Review

2019 ◽  
Vol 18 (1) ◽  
pp. 23-30
Author(s):  
Ragitha Radhakrishnan
Keyword(s):  
Glass Ceiling ◽  
Gender Disparity ◽  
Ceiling Effect ◽  
Career Ladder ◽  
Floor Effect ◽  
Cultural Variations ◽  
Sticky Floor ◽  
Different Cultures

Gender Disparity is a universal phenomenon. The effect is more evident in an organisational setup. Two common forms of gender disparity are sticky floor effect and glass ceiling effect. Glass ceiling effect refers to the barriers that prevent women from progressing to the higher positions in the organisations. It can lead to differences in pay and may prevent women from climbing up the career ladder. The barriers may be psychological, social or organisational. The paper discusses the presence of glass ceiling across different cultures and its implications.

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