Abstract
Using personnel data from a large financial company, the authors find some evidence that women have to meet more stringent criteria than men for promotion but that much of the difference between men and women's attainment is due to their attributes. For example, lack of work experience is more important quantitatively than 'glass ceilings' in preventing the preferment of women. The authors' data also suggest that the differential barriers confronting women are greatest at the lower end of the job ladder and that men and women may receive equal treatment once senior grades have been reached. Copyright 1996 by Royal Economic Society.
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