Correction to: Gender pay gap and under-representation of women in decision-making positions: UWE decisions of the European Committee of Social Rights

Orientation: The gender pay gap is a worldwide challenge that has persisted despite political will and interventions. Comparably qualified women performing similar work as men continue to earn less. There are conflicting views in the literature regarding the status of the gender pay gap.Research purpose: The purpose of the study was to determine status of the gender pay gap among employees in the same salary band and to establish whether men and women receive similar pay for similar work in the study population.Motivation for study: The status of the gender pay gap would establish the progress made towards closing the gap and guide necessary adjustments to interventions.Research approach/design and method: A quantitative analysis was conducted on the pay information of 217 902 employees collected in a survey from over 700 companies, across 10 job families and 6 industries.Main findings: Men’s pay was consistently higher than that of women in all salary bands except at the 75th and 95th percentile in sub-bands B-lower and B-upper and 25th percentile in sub-band E-upper. The gender pay gap ranged from 8% in band A to 27.1% in sub-band F-upper. The gaps observed in the salary bands were statistically significant (p < 0.0001) except in sub-band E-upper, F-lower and F-upper, indicating convergence towards similar pay for similar work at senior to top management levels. Women were under-represented in all salary bands with the lowest presence in band F, especially sub-band F-upper. Gender, race, job family and industry have a significant effect on income earned in the study sample.Practical/managerial implications: Government’s efforts seemed to have produced minimal results as women are represented in all job families, industries and salary bands. The pay of men and women in senior and top management levels was similar. However, more still needs to be done to achieve the 50% target representation of women in senior management and close the gap at all levels.Contribution/value-add: The number of women at management levels is still very low when compared to their male counterparts. However, the gender pay gap in senior to top management positions are converging towards similar pay for work of similar value.

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The Effect of the External Labor Market on the Gender Pay Gap among Executives

ILR Review ◽

10.1177/0019793916668529 ◽

2016 ◽

Vol 70 (1) ◽

pp. 132-159 ◽

Cited By ~ 10

Author(s):

Cristina Quintana-García ◽

Marta M. Elvira

Keyword(s):

Labor Market ◽

Empirical Studies ◽

The United States ◽

Gender Pay Gap ◽

Pay Gap ◽

Representation Of Women ◽

Top Executives ◽

Technology Firms ◽

Variable Pay ◽

High Technology Firms

To date, few empirical studies have explored potential differences in the effects of external labor market hiring on the compensation of male and female managers. Using longitudinal data from a sample of public high-technology firms on individual top executives’ total compensation in the United States, and the separate components of base and variable pay, the authors study the effects of being an external hire for men and women. The results suggest that women who are external labor market hires are disadvantaged, in both base and variable compensation, compared with internal placements. The analyses also provide some evidence that having greater representation of women in top positions reduces the disadvantaging effects for women of being an external hire.

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Does the Gender Pay Gap prove inequality in the workplace?

Advances in Social Sciences Research Journal ◽

10.14738/assrj.711.9337 ◽

2020 ◽

Vol 7 (11) ◽

pp. 187-196

Author(s):

Dimosthenis Sampson

Keyword(s):

Public Policy ◽

Free Choice ◽

Work Conditions ◽

Future Research ◽

Gender Pay Gap ◽

Pay Gap ◽

Representation Of Women ◽

Enormous Amount ◽

Women's Lives ◽

The 1960S

From the 1960s we have seen an enormous amount of progress towards equality in the workplace for gender relationships. Though, we currently face tremendous tensions between the two genders. The Gender Pay Gap has been widely used to prove the inequal treatment of women in promotion, hiring and even work conditions. This paper through only reviewing past literature offers an examination of the factors forming the Gender Pay Gap to show how harmful the Gap truly is to society. The main focus of the paper is Gender Roles mainly motherhood and how public policy hinders income potential of women, the Representation of women in high paying fields which is found to be the most important factor creating the Gap [4] and lastly Discrimination itself that although shows obvious signs of declining, it still persists [21]. The paper concludes that women through free choice lead to less paying possible careers which accounts for the larger part of the Gap. Still literature makes it obvious that discrimination still exists and is actively harming women’s lives and careers. Finally, the paper suggests future research and opens a discussion on how ideally a society should treat its employees.

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Women in Organizations

Research Anthology on Challenges for Women in Leadership Roles ◽

10.4018/978-1-7998-8592-4.ch002 ◽

2021 ◽

pp. 17-35

Author(s):

Basak Ucanok Tan

Keyword(s):

Career Advancement ◽

Work Organization ◽

Occupational Segregation ◽

Gender Pay Gap ◽

Pay Gap ◽

Representation Of Women ◽

Women's Career Advancement ◽

Micro Level ◽

Managerial Positions ◽

Practical Implications

There has been a retreat from the “conventional” work organization to new forms of contemporary organizations. Parallel to this shift in organizational forms, the composition of the workforce also changed. Greater numbers of women entered the labour market and began occupying managerial positions. Despite the increase of women in the workforce, progress towards equality lagged behind. The intention of this chapter is to provide an overall picture of the representation of women in organizations and to acquaint the readers with some of the major issues that play role in women's career advancement. The chapter begins by introducing macro and micro level barriers that hinder representation of women in the contemporary workplace. Some of these major barriers, such as stereotypes attached to women, occupational segregation, the gender pay gap, and discrimination are then detailed and theoretical and practical implications are provided. The chapter also covers studies on the leadership of women in organizations and outlines the need to unravel the potential of women.

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The Place of Women in Places of Decision in the Public and Private Sector: Case of Senegal

Journal of Economics Management and Trade ◽

10.9734/jemt/2021/v27i330334 ◽

2021 ◽

pp. 43-64

Author(s):

Diène Kolly Ousseynou Diouf

Keyword(s):

Decision Making ◽

Positive Influence ◽

Structured Interviews ◽

Public And Private ◽

The Public ◽

Qualitative And Quantitative ◽

Representation Of Women ◽

Public And Private Sector ◽

Women In Decision Making ◽

Quantitative Nature

The issue of greater representation of women in decision-making bodies is a recurrent issue in corporate governance in general and in the management of diversity in particular, which companies are now confronted with. On the other hand, in Senegal, there is little written on the question but a lot of debates and good political intentions. The purpose of this article is to show from an empirical study that women still have failed to move beyond the "glass ceiling" that prevents them from reaching the highest positions. Through our study, based on a methodology of a qualitative and quantitative nature, we carried out semi-structured interviews (10), then administered questionnaires (60 and 39 selected) to some members of the decision-making bodies of companies in Senegal. . The results show that preconceived ideas remain far from the reality on the ground. They especially underline that the presence of women in decision-making bodies can have a positive influence on the performance and governance of organizations.

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Women in Organizations

Advances in Logistics, Operations, and Management Science - Handbook of Research on Contemporary Approaches in Management and Organizational Strategy ◽

10.4018/978-1-5225-6301-3.ch011 ◽

2019 ◽

pp. 207-225

Author(s):

Basak Ucanok Tan

Keyword(s):

Career Advancement ◽

Work Organization ◽

Occupational Segregation ◽

Gender Pay Gap ◽

Pay Gap ◽

Representation Of Women ◽

Women's Career Advancement ◽

Micro Level ◽

Managerial Positions ◽

Practical Implications

There has been a retreat from the “conventional” work organization to new forms of contemporary organizations. Parallel to this shift in organizational forms, the composition of the workforce also changed. Greater numbers of women entered the labour market and began occupying managerial positions. Despite the increase of women in the workforce, progress towards equality lagged behind. The intention of this chapter is to provide an overall picture of the representation of women in organizations and to acquaint the readers with some of the major issues that play role in women's career advancement. The chapter begins by introducing macro and micro level barriers that hinder representation of women in the contemporary workplace. Some of these major barriers, such as stereotypes attached to women, occupational segregation, the gender pay gap, and discrimination are then detailed and theoretical and practical implications are provided. The chapter also covers studies on the leadership of women in organizations and outlines the need to unravel the potential of women.

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The Gender Pay Gap in Medicine

Gender Equity in the Medical Profession - Advances in Medical Education, Research, and Ethics ◽

10.4018/978-1-5225-9599-1.ch008 ◽

2020 ◽

pp. 110-127

Author(s):

Rebecca C. Grossman

Keyword(s):

Occupational Segregation ◽

Modern Society ◽

Gender Inequalities ◽

Gender Pay Gap ◽

Pay Gap ◽

Representation Of Women ◽

Flexible Working ◽

Gap Data ◽

Medicine Review

The gender pay gap is a symptom of the pervasive inequalities inherent in modern society. Among doctors, the gap has been increasing. The Gender Pay Gap in Medicine Review is exploring the scale of the problem and the reasons behind it. Although motherhood and flexible working both contribute to the salary discrepancy, the aetiology is complex and multifactorial, with important roles played by recruitment and representation of women at senior levels, as well as gender occupational segregation. Addressing the root causes of gender inequalities and shining a light on the pay gap data are both required in order to one day close the gap.

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Þetta er allt mannanna verk: Upplifun stjórnenda á áhrifum jafnlaunavottunar á kjaraumhverfi

Icelandic Review of Politics & Administration ◽

10.13177/irpa.a.2020.16.2.9 ◽

2020 ◽

Vol 16 (2) ◽

pp. 261-284

Author(s):

Gerða Björg Hafsteinsdóttir ◽

Erla Sólveig Kristjánsdóttir ◽

Þóra H. Christiansen

Keyword(s):

Decision Making ◽

Performance Assessment ◽

Collective Agreement ◽

Gender Pay Gap ◽

Equal Pay ◽

Pay Gap

This research reviews the experience of managers regarding the effect of the Equal Pay Certification on wage environment as managers with experience of the Equal Pay Standard were interviewed. The main results imply that the managers experienced increased bureaucracy and systemization, displacement of decision making power and that the Equal Pay Certification might be an illusion. Results also showed a shift in the emphasis in the annual collective agreement right of employees to an employee interview, the flexibility of the certification is underutilized as well as subjective performance assessment of employees and inconsistencies in the procedures of the certification bodies. Even though, at first glance, the Equal Pay Certification seems valid and reliable there are certain factors which can make it possible to meet the requirements for Equal Pay Certification, even though there is a gender pay gap.

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Quota Women Are Threatening to Men

Swiss Journal of Psychology ◽

10.1024/1421-0185/a000195 ◽

2017 ◽

Vol 76 (3) ◽

pp. 107-116 ◽

Cited By ~ 4

Author(s):

Klea Faniko ◽

Till Burckhardt ◽

Oriane Sarrasin ◽

Fabio Lorenzi-Cioldi ◽

Siri Øyslebø Sørensen ◽

...

Keyword(s):

Decision Making ◽

Organizational Performance ◽

Gender Stereotypes ◽

Perceived Threat ◽

Preferential Treatment ◽

Public Sector Employees ◽

Different Types ◽

Low Levels ◽

Women In Decision Making ◽

The Impact

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.

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