Testing for pay and promotion bias in an international organization

Abstract

Purpose

International organizations pursue multiple objectives in hiring policies including cultural diversity, reducing costs and avoiding discrimination among which there can be sharp trade‐offs. The paper has the purpose of studying how these trade‐offs are resolved in the World Bank's hiring processes.

Design/methodology/approach

The paper estimates that half of salary and grade differentials between men and women and staff from high‐ and low‐income countries are attributable to differences in productive characteristics. Alternative explanations for the remainder are explored, including omitted variable bias, quotas and discrimination.

Findings

The paper argues that the salary and grade differentials and differences in productive characteristics are not compelling explanations. Discrimination probably exists, though less than would be implied by a cost minimizing hiring policy.

Originality/value

Provides a discussion of the World Bank's hiring processes.

Citation

Filmer, D., King, E. and van de Walle, D. (2005), "Testing for pay and promotion bias in an international organization", International Journal of Manpower, Vol. 26 No. 5, pp. 404-420. https://doi.org/10.1108/01437720510615107