USA: Geschäftsführerinnen verdienen mehr als Männer

Schon seit einiger Zeit zeichnet sich in den Vereinigten Staaten (und ganz allmählich auch bei uns) eine Umkehrung des angeblichen Geschlechtergefälles bei Gehältern ab, die von den Massenmedien konsequent übergangen wird. Aktuell wird diese Umkehrung durch folgende Erkenntnisse belegt:

A Carnegie Mellon University study has concluded that women executives out-earn their male counterparts.

The study, which examined 16,000 executives over 14 years, found that women at the top of the business world bring in a bit more than men and are promoted at the same rate, countering the popular notion that women earn less than men for the same work.

"That common perception is not borne out by this study," said Robert A. Miller, professor of economics and strategy and one of the authors. "If you're looking for evidence of gender discrimination in executive promotion and compensation, it's not happening there."

The study, "Are There Glass Ceilings for Female Executives?," was released last month by Carnegie Mellon's Tepper School of Business but hasn't been published yet.

The largest empirical analysis of the top echelons of publicly traded companies determined that women earned about $100,000 more per year than men of the same age, educational background and experience. (…)

"At any given level of the career hierarchy, women are paid slightly more than men with the same background, have slightly less income uncertainty and are promoted as quickly," it concludes. "We concluded that the gender pay gap and differences in job rank in this most lucrative occupation is explained by females leaving the market at higher rates than males." (…)

More recent studies reached similar conclusions. A report released last month by The Corporate Library, a research firm in Maine, said women corporate directors earn 15 percent more than male counterparts, although they are still outnumbered 8-1 by men on boards.

The CMU study compiled data representing 60 different job titles at more than 1,800 companies between 1992 and 2006. In addition to examining promotion rates, the researchers also analyzed total compensation, including benefits, bonuses, retirement packages and stock options in addition to salary. Overall, the study concluded that job turnover and tenure are better indicators of compensation than gender.

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