Multiple Glass Ceilings

Both vertical (between job levels) and horizontal (within job levels) mobility can be sources of wage growth. We find that the glass ceiling operates at both margins. The unexplained part of the wage gap grows across job levels (glass ceiling at the vertical margin) and across the deciles of the intra-job-level wage distribution (glass ceiling at the horizontal margin). This implies that women face many glass ceilings, one for each job level above the second, and that the glass ceiling is a pervasive phenomenon. In the Netherlands it affects about 88% of jobs, and 81% of Dutch women in employment work in job levels where a glass ceiling is present.glass ceiling, wage gap, gender

The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels

This paper examines the gender composition of the flow of new hirees along the organizational hierarchy of jobs. We find that women have a reduced chance to be hired at higher hierarchical levels. We refer to this phenomenon as the "glass door". The glass door consists of an absolute and a relative effect. First, there is a reduced probability of women being recruited for jobs at higher hierarchical levels. Second, a larger fraction of jobs below the focal level of hiring within the firm reduces the relative inflow of female hirees. The latter component leads women moving to firms in which the job has a lower relative position in the hierarchical structure. We explain the glass door phenomenon by a theoretical model of the firm’s decision to hire a woman. The model is based on two key assumptions. First, women have a higher probability of leaving due to their higher valuation of non-market activities. Second, a voluntary quit leads to a larger decrease in the production of lower level co-workers when the worker who leaves has a position in the upper tier of the hierarchy. The glass door implies that the value of women's outside option in the labor market is lower. It may provide an additional explanation of why a glass ceiling can be sustainable as an equilibrium phenomenon.hiring, hierarchies, glass door, gender, outside option

The Importance of Income and Housing Wealth Constraints for Future Residential Mobility

We investigate the size of the mark-up on the lending rate for endowment mortgages, due to expected prepayment by the borrower. For this type of mortgage, prepayment is mostly the result of mobility in the housing market. We control for the risk of default by using a unique data set of Dutch borrowers insured against default. The estimates indicate that households with a higher liquidity constraint are less likely to prepay, as they have a lower mark-up on the lending rate. In contrast, the collateral constraint has a very limited influence on the mark-up. We explain this result as follows. Usually, income constraints are generated at the household level, whereas constraints on housing wealth pertain to the regional level. Hence, income changes may improve the relative position of households in the housing market, but an increase in homeowners. housing wealth does not improve their relative position in the housing market.Mortgage market, Prepayment, Lending rate, Liquidity constraint, Collateral constraint, Residential mobility

The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels

This paper examines the gender composition of the flow of new hirees along the organizational hierarchy of jobs. We find that women have a reduced chance to be hired at higher hierarchical levels. We refer to this phenomenon as the "glass door". The glass door consists of an absolute and a relative effect. First, there is a reduced probability of women being recruited for jobs at higher hierarchical levels. Second, a larger fraction of jobs below the focal level of hiring within the firm reduces the relative inflow of female hirees. The latter component leads women moving to firms in which the job has a lower relative position in the hierarchical structure. We explain the glass door phenomenon by a theoretical model of the firm's decision to hire a woman. The model is based on two key assumptions. First, women have a higher probability of leaving due to their higher valuation of non-market activities. Second, a voluntary quit leads to a larger decrease in the production of lower level co-workers when the worker who leaves has a position in the upper tier of the hierarchy. The glass door implies that the value of women's outside option in the labor market is lower. It may provide an additional explanation of why a glass ceiling can be sustainable as an equilibrium phenomenon.hiring; hierarchies; glass door; gender; outside option

Investor Relations on the Internet: A Survey of the Euronext Zone

This study investigates the investor relations activities on the Internet of companies listed on the Euronext stock exchange. For this purpose, the homepages of the 50 largest listed companies in each of the countries Belgium, France and the Netherlands were searched and screened for investor relations items. Results obtained by using a three stages model show that most companies in the Euronext zone are in the second stage of Internet investorrelations. In this stage, information available through other sources is combined to better inform investors. In the third stage companies use the full interactive possibilities of the Internet for investor relations purposes. French and Dutch companies use the Internet for investor relations purposes more widely and more intensely than do Belgian companies. The study also revealed a size effect; large companies use the Internet for investor relations purposes more extensively than do smaller companies. This conclusion holds for each of the three countries. The leading companies in France and the Netherlands are either in the third stage of Internet investor relations or they are ready to enter it.accounting and auditing ;

Zorgboerderijen dragen bij aan empowerment en eigen kracht van deelnemers

Zorgboerderijen zijn agrarische bedrijven waar cliënten uit de zorg- en welzijnssector terecht kunnen voor dagbesteding, een begeleide werkplek, behandeling of een woonplek. De meest voorkomende functie van zorgboerderijen is het bieden van dagbesteding. Het gaat om een persoonlijke en betrokken houding van de zorgboer, een veilige gemeenschap, zinvolle en diverse werkzaamheden en een groene omgeving. Het leidt tot een informele context die lijkt op het gewone leven. Zorgboerderijen blijken een innovatief voorbeeld te zijn van op empowerment en eigen kracht georiënteerde voorzieningen in de samenlevin

Time-Bound Opportunity Costs of Informal Care: Consequences for Access to Professional Care, Caregiver Support, and Labour Supply Estimates

Patterns of informal care are documented throughout the day with Dutch time use diary data. The diary data enable us to identify a, so far overlooked, source of opportunity costs of informal care, i.e. the necessity to perform particular tasks of informal care at specific moments of the day. Some care tasks are relatively unshiftable, while other tasks are shiftable implying that they can be performed at other moments of the day or even on different days. In particular, household and organization activities seem to be shiftable for employed caregivers, while personal care seems to contain unshiftable activities. This implies an additional opportunity cost of providing personal care tasks. As the care recipient’s need for care may be related to the possibility to shift informal care throughout the day, we conclude that one should be careful with using care need as an instrument of informal care in labour supply equations.joint production, informal care, paid work, opportunity cost, use of time, labor supply