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dc.contributor.authorCoelho, Den_US
dc.contributor.authorFERNANDES, Men_US
dc.contributor.authorFoguel, MNen_US
dc.date.accessioned2016-11-09T11:32:43Z
dc.date.available2014-01-01en_US
dc.date.issued2014en_US
dc.date.submitted2016-10-17T11:18:10.498Z
dc.identifier.issn1529-7470en_US
dc.identifier.urihttp://www.jstor.org/stable/24368270
dc.identifier.urihttp://qmro.qmul.ac.uk/xmlui/handle/123456789/16882
dc.description.abstractThis paper examines whether there exists obstacles hindering women's ascension in the largest firms of the Brazilian manufacturing industry. In particular, we check whether gender matters in the time it takes to get a promotion to a managerial position. Once we control for covariate-dependent censoring, we find significant evidence that foreign-owned firms feature less gender differences in promotions than domestic firms. The same applies in other dimensions of career progress, namely, wage growth and promotion likelihood. It turns out that wage gains after promotion contribute to generating wage differential between males and females only within domestic firms. This is consistent with statistical discrimination and with the self-selection that results from employees optimally choosing which jobs to apply for. Jobs in domestic firms offer more flexibility in terms of hours per week, whereas multinationals compete for the most career-concerned workers.en_US
dc.format.extent55 - 84 (29)en_US
dc.languageEnglishen_US
dc.language.isoenen_US
dc.publisherBrookings Institution Pressen_US
dc.relation.ispartofEconomia (The Journal of LACEA)en_US
dc.titleForeign capital and gender differences in promotions: Evidence from large Brazilian manufacturing firmsen_US
dc.typeArticle
dc.rights.holder2014 Brookings Institution Press
pubs.issue2en_US
pubs.notesNot knownen_US
pubs.publication-statusPublisheden_US
pubs.publisher-urlhttp://www.cid.harvard.edu/Economia/contents.htmen_US
pubs.volume14en_US
dcterms.dateAccepted2014-01-01en_US


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