Gender, Aging, and the Wage Gap: Industry Variations and Social Exclusion Among Female Board Members

• In Event: 40860 - Section on Economic Sociology Roundtables
  In Refereed Roundtable (60 minute): Table 2. Reconfiguring Work

Abstract

This study investigates whether the gender wage gap varies across industries and whether social exclusion continues to affect aging women’s wages even after they attain corporate board positions. These questions are central to understanding the gender puzzle in social capital accumulation.

First, prior research presents conflicting views on the gender wage gap across industries. While Luhr (2024) highlights that informal coaching practices in Silicon Valley disproportionately benefit male employees, exacerbating gender segregation and wage disparities, Gneezy (2009) argues that controlling for managerial status eliminates gender differences in economic returns. However, Blau and Kahn (2017) suggest that risk-aversion explanations for the wage gap may overlook industry-level effects. This study examines whether the gender wage gap remains consistent across different industries.

Second, this study addresses the debate on aging, social capital, and wage inequality. While Villesèche and Sinani (2021) argue that aging enhances social capital and career progression, Calasanti (2010) contends that ageism leads to social exclusion, job loss, or wage decline. This study explores whether board members’ wages increase as they age or if aging instead exacerbates gender-based wage disparities.

Using the Wharton BoardEX dataset (2007–2023), this study employs the Age-Period-Cohort Intrinsic Estimator (APC-IE) model to analyze wage trends. Preliminary findings suggest that the gender wage gap persists across industries, particularly in consumer and financial services, challenging Gneezy’s claims. Additionally, gender hierarchy and age-related social capital decline may further disadvantage aging female board members.

Authors

• Shih-Hao Lin, Virginia Tech

• Zhuofan Li, Virginia Tech