| Abstract: | 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. |
