Intraindustry trade, high-wage jobs, and the wage gap

We measure the effects of firm policies on racial pay differences in Brazil. Non-Whites are less likely to be hired by high-wage firms, explaining about 20 percent of the racial wage gap for both genders. Firm-specific pay premiums for non-Whites are also compressed relative to Whites, contributing another 5 percent for that gap. A counterfactual analysis reveals that about two-thirds of the underrepresentation of non-Whites at higher-wage firms is explained by race-neutral skill-based sorting. Non-skill-based sorting and differential wage setting are largest for college-educated workers, suggesting that the allocative costs of discriminatory hiring and pay policies may be relatively large in Brazil. (JEL J15, J24, J31, J41, J46, J71, O15)

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Trade, High-wage Jobs and the Wage Gap

Trade, Jobs and Wages ◽

10.4337/9781781952719.00013 ◽

2013 ◽

Keyword(s):

Wage Gap ◽

High Wage

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Changes in Workplace Heterogeneity and How They Widen the Gender Wage Gap

American Economic Journal Applied Economics ◽

10.1257/app.20160664 ◽

2019 ◽

Vol 11 (2) ◽

pp. 74-113 ◽

Cited By ~ 3

Author(s):

Benjamin Bruns

Keyword(s):

Collective Bargaining ◽

Gender Gap ◽

Wage Gap ◽

West Germany ◽

High Wage ◽

Wage Setting ◽

Union Coverage ◽

Two Factors ◽

Employee Data

Using linked employer-employee data for West Germany, I investigate the role of growing wage differentials between firms in the slowdown of gender wage convergence since the 1990s. The results show that two factors are at play: first, high-wage firms experience higher wage growth and employ disproportionately more men, and second, male firm premiums grow faster than female premiums in the same firms. These developments were catalyzed by a decline of union coverage, coupled with more firm-specific wage setting in collective bargaining agreements. Taken together, these conditions prevented the gender gap from narrowing by approximately 15 percent between the 1990s and 2000s. (JEL J16, J51, J31, J71)

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The Gender Wage Gap in the Vietnamese Transition, 1993–2008

Journal of Vietnamese Studies ◽

10.1525/vs.2018.13.4.71 ◽

2018 ◽

Vol 13 (4) ◽

pp. 71-111 ◽

Cited By ~ 1

Author(s):

Huong Thu Le ◽

Ha Trong Nguyen

Keyword(s):

Gender Discrimination ◽

Sharp Increase ◽

Major Part ◽

Gender Wage Gap ◽

Wage Gap ◽

Wage Growth ◽

Increasing Returns ◽

High Wage ◽

The Mean

This essay examines wages and the gender wage gap between 1993 and 2008 in Vietnam. Our results reveal a slight increase in the mean of the gender wage gap from 2002 to 2008, which is mainly driven by a sharp increase in the gender wage gap for low-wage workers. Decomposition results suggest that the major part of the gender wage gap attributes to gender discrimination. While gender discrimination decreases for high-wage workers, it increases for low-wage workers. Over the period, wage growth is partly explained by changes in average characteristics but mainly due to increasing returns.

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