Equal Worth, Equal Opportunities: Pay and Promotion in an Internal Labour Market
利用一家大型金融公司的人事数据，研究发现女性晋升需满足更严格标准，但性别成就差异主要源于个人属性（如工作经验不足），且晋升障碍在低职位更明显，高级职位后男女待遇趋同。
Using personnel data from a large financial company, we find some evidence that women have to meet more stringent criteria than men for promotion, but that much of the difference between men and women's attainment is due to their attributes. For example, lack of work experience is more important quantitatively than 'Glass Ceilings' in preventing the preferment of women. Our data also suggest that the differential barriers confronting women are greatest at the lower end of the job ladder and that men and women may receive equal treatment once senior grades have been reached.