EQUAL WORTH, EQUAL OPPORTUNITIES - PAY AND PROMOTION IN AN INTERNAL LABOR-MARKET

Using personnel data from a large financial company, we find some evid ence that women have to meet more stringent criteria than men for prom otion, but that much of the difference between men and women's attainm ent is due to their attributes. For example, lack of work experience i s more important quantitatively than 'Glass Ceilings' in preventing th e preferment of women. Our data also suggest that the differential bar riers confronting women are greatest at the lower end of the job ladde r and that men and women may receive equal treatment once senior grade s have been reached.