National Equivalent File. Our main interest is to test whether a glass ceiling exists for women. The standard glass ceiling … hypothesis highlights the belief that the playing field is level for women and men in the labor market up to a point, after which … there is an effective limit on advancement for women. We examine the glass ceiling hypothesis by looking at the dynamics of …

in a real-effort task that they have all performed in the past. We find that women are selected much less often as … underrepresentation of women, namely, gender differences in overconfidence concerning past performance, in the willingness to exaggerate …

characteristics. We find strong differences between men and women in assortativity. While positive assortative matching in job … on job-to-unemployment and job-to-self-employment transitions reveals a lower employer's willingness to retain women …. Overall, we find strong evidence of glass-ceilings in certain firms preventing women to climb the carrier ladder and pushing …

We analyze a matched employer-employee panel data set and find that female leadership has a positive effect on female … leadership increases with the share of female workers. This evidence is consistent with a model where female executives are …-representation of women at the top: for example, if women became CEOs of firms with at least 20% female employment, sales per worker …

the U.S. labor market. Our findings suggest that a gender-specific mechanism in the Swedish labor market hinders women …

lecture I briefly survey some recent studies aiming to explain why apparently identical women and men receive such different … differences between men and women that might lead to gender wage gaps. …