scholarly journals The trend over time of the gender wage gap in Italy

2013 ◽  
Vol 46 (3) ◽  
pp. 1081-1110 ◽  
Author(s):  
Chiara Mussida ◽  
Matteo Picchio
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Over Time

scholarly journals The Gender Wage Gap in Switzerland over Time

2016 ◽  
Vol 42 (3) ◽  
pp. 442-467 ◽  
Author(s):  
Flurina Schmid
Keyword(s):  
Wage Differentials ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Occupational Segregation ◽  
Part Time ◽  
Female Employees ◽  
Male Dominated ◽  
Using Data ◽  
Gender Wage Differentials ◽  
Over Time

Abstracts This article analyzes the gender wage gap in Switzerland, using data from the Swiss Household Panel. The results show that women in Switzerland earn still less than men with the same endowments. One of the main reasons for this gap is occupational segregation: women and men working in femaledominated occupations have lower wages than those in integrated and male-dominated occupations. In order to have equally distributed job categories, 40% of the male or female employees would need to change jobs. But the “preferences” for jobs between genders seem to have been frozen for decades. The gender wage gap is particularly large within part-time employees working below 50%. Younger cohorts, however, seem less exposed to gender wage differentials.

scholarly journals Feminisation of the health workforce and wage conditions of health professions: an exploratory analysis

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Geordan Shannon ◽  
Nicole Minckas ◽  
Des Tan ◽  
Hassan Haghparast-Bidgoli ◽  
Neha Batura ◽  
...  
Keyword(s):  
Global Health ◽  
Health Workforce ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Health Professions ◽  
Gender Analysis ◽  
Middle Income ◽  
Health Occupations ◽  
Middle Income Countries ◽  
Over Time

Abstract Background The feminisation of the global health workforce presents a unique challenge for human resource policy and health sector reform which requires an explicit gender focus. Relatively little is known about changes in the gender composition of the health workforce and its impact on drivers of global health workforce dynamics such as wage conditions. In this article, we use a gender analysis to explore if the feminisation of the global health workforce leads to a deterioration of wage conditions in health. Methods We performed an exploratory, time series analysis of gender disaggregated WageIndicator data. We explored global gender trends, wage gaps and wage conditions over time in selected health occupations. We analysed a sample of 25 countries over 9 years between 2006 and 2014, containing data from 970,894 individuals, with 79,633 participants working in health occupations (48,282 of which reported wage data). We reported by year, country income level and health occupation grouping. Results The health workforce is feminising, particularly in lower- and upper-middle-income countries. This was associated with a wage gap for women of 26 to 36% less than men, which increased over time. In lower- and upper-middle-income countries, an increasing proportion of women in the health workforce was associated with an increasing gender wage gap and decreasing wage conditions. The gender wage gap was pronounced in both clinical and allied health professions and over lower-middle-, upper-middle- and high-income countries, although the largest gender wage gaps were seen in allied healthcare occupations in lower-middle-income countries. Conclusion These results, if a true reflection of the global health workforce, have significant implications for health policy and planning and highlight tensions between current, purely economic, framing of health workforce dynamics and the need for more extensive gender analysis. They also highlight the value of a more nuanced approach to health workforce planning that is gender sensitive, specific to countries’ levels of development, and considers specific health occupations.

scholarly journals Bargaining, Sorting, and the Gender Wage Gap: Quantifying the Impact of Firms on the Relative Pay of Women *

2015 ◽  
Vol 131 (2) ◽  
pp. 633-686 ◽  
Author(s):  
David Card ◽  
Ana Rute Cardoso ◽  
Patrick Kline
Keyword(s):  
Wage Inequality ◽  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Strongly Correlated ◽  
Skilled Workers ◽  
Cross Sectional ◽  
Income Statement ◽  
The Impact ◽  
Over Time

Abstract There is growing evidence that firm-specific pay premiums are an important source of wage inequality. These premiums will contribute to the gender wage gap if women are less likely to work at high-paying firms or if women negotiate (or are offered) worse wage bargains with their employers than men. Using longitudinal data on the hourly wages of Portuguese workers matched with income statement information for firms, we show that the wages of both men and women contain firm-specific premiums that are strongly correlated with simple measures of the potential bargaining surplus at each firm. We then show how the impact of these firm-specific pay differentials on the gender wage gap can be decomposed into a combination of sorting and bargaining effects. We find that women are less likely to work at firms that pay higher premiums to either gender, with sorting effects being most important for low- and middle-skilled workers. We also find that women receive only 90% of the firm-specific pay premiums earned by men. Importantly, we find the same gender gap in the responses of wages to changes in potential surplus over time. Taken together, the combination of sorting and bargaining effects explain about one-fifth of the cross-sectional gender wage gap in Portugal.

Is Occupational Licensing More Beneficial for Women than for Men? The Case of Germany, 1993/2015

2019 ◽  
Vol 36 (3) ◽  
pp. 429-441
Author(s):  
Nils Witte ◽  
Andreas Haupt
Keyword(s):  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Panel Study ◽  
Gender Segregation ◽  
Occupational Licensing ◽  
Cross Sectional ◽  
Wage Premiums ◽  
Over Time ◽  
Gender Wage Inequality

Abstract This article analyzes the relation of gender wage inequality to occupational licensing in Germany in 1993 and 2015. We show that the very particular German licensing system and strong gender segregation lead to an overrepresentation of women in licensed occupations. We further investigate, whether both genders benefit equally from licensing in terms of wages. Finally, we study whether both women’s overrepresentation and potential gender gaps within licensed occupations help to explain patterns in the overall gender wage gap. To this end, we distinguish licensed occupations in professions and semi-professions. We use 1993 and 2015 waves of the German Socio-Economic Panel Study to apply repeated cross-sectional regressions and decompositions. Our findings suggest that women benefited more from licensing in 1993 than in 2015. Men’s wage premiums seem to increase over time, but women’s premiums do not. We also show that semi-professions are less rewarding and women are overrepresented in these occupations. Finally, increased demand for licensed occupations is an important contribution to narrowing the gender wage gap. Women’s increased employment in licensed occupations alone would have reduced the overall gender wage gap by roughly 8 per cent.

What Drives the Gender Wage Gap? Examining the Roles of Sorting, Productivity Differences, Bargaining and Discrimination

2020 ◽  
pp. 1-44
Author(s):  
Isabelle Sin ◽  
Steven Stillman ◽  
Richard Fabling
Keyword(s):  
Gender Differences ◽  
New Zealand ◽  
Time Variation ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Relative Contribution ◽  
Percentage Points ◽  
Taste Discrimination ◽  
Employee Data ◽  
Over Time

As in other OECD countries, women in New Zealand earn substantially less than men with similar observable characteristics. In this paper, we use fifteen years of linked employer-employee data to examine different explanations for this gender wage gap. We find an overall gender wage gap between 20 and 28 percent, of which gender differences in sorting across occupations explain 9, across industries 16 to 19, and across firms 5 to 9 percent, respectively. The remaining within-firm gender wage gap is still between 13 and 17 percent. Around 5 percentage points of this are explained by women being less willing to bargain or less successful at bargaining to capture firm-specific rents. Gender differences in productivity also explain at most 4.5 percentage points of this remaining gap. These results suggest that taste discrimination is also important for explaining why women are paid less than their relative contribution to firm output. Across-industry and over-time variation in the gender wage-productivity gap further support this conclusion.

China’s Urban Gender Wage Gap

2020 ◽  
pp. 321-358
Author(s):  
Jin Song ◽  
Terry Sicular ◽  
Björn Gustafsson
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Individual Characteristics ◽  
Urban China ◽  
Key Factors ◽  
Urban Household ◽  
Employment Sector ◽  
Over Time

This chapter uses data from the urban household CHIP surveys for the years 1995, 2002, 2007, and 2013 to provide consistent estimates of the gender wage gap in urban China and it investigate those factors that have contributed to this gap. The gender wage gap widened substantially and progressively from 1995 to 2007, but from 2007 to 2013 the gender wage gap narrowed. In 2013 the gender wage gap was between 19 and 25 percent. Oaxaca-Blinder decompositions reveal that the contributions of the differences in the characteristics of women and men to the wage gap declined over time; by 2013 the gap was largely unexplained. Key factors underlying the gender wage gap in recent years include individual characteristics, such as age, education, marriage, and children, as well as employment sector and occupation.

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