scholarly journals The Gender Wage Gap in Early Modern Toledo, 1550–1650

2020 ◽  
Vol 80 (2) ◽  
pp. 351-385
Author(s):  
Mauricio Drelichman ◽  
David González Agudo
Keyword(s):  
Early Modern ◽  
Cultural Context ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Gender Disparity ◽  
Female Labor ◽  
Men And Women ◽  
Labor Contract ◽  
Patient Admissions

We exploit the records of a large Toledan hospital to study the compensation of female labor and the gender wage gap in early modern Castile in the context of nursing—a non-gendered, low-skill occupation in which men and women performed the same clearly defined tasks. We employ a robust methodology to estimate the value of in-kind compensation, and show it to constitute a central part of the labor contract, far exceeding subsistence requirements. Patient admissions records are used to measure nurse productivity, which did not differ across genders. Female compensation varied between 70 percent and 100 percent of male levels, with fluctuations clearly linked to relative labor scarcity. Contrary to common assumptions in the literature, we show that markets played an important role in setting female compensation in early modern Castile. The sources of the gender disparity are, therefore, likely to be found in the broader social and cultural context.

Gender wage gap decomposition methods: Comparative analysis

2021 ◽  
Vol 62 ◽  
pp. 5-31
Author(s):  
Sergey Roshchin ◽  
◽  
Natalya Yemelina ◽  
Keyword(s):  
Comparative Analysis ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Decomposition Methods ◽  
Influence Functions ◽  
Quantile Regressions ◽  
Men And Women ◽  
Distribution Parameters ◽  
Monitoring Survey ◽  
The Mean

This study introduces a comparative analysis of the gender wage gap decomposition methods with the Russian Longitudinal Monitoring Survey (RLMS) data for 2018. To decompose the differences in average wages, approaches based on the Oaxaca–Blinder decomposition are used. Apart from the mean wages, the study focuses on other distribution statistics. Using the quantile regressions, the wage gap between men and women is decomposed for the distribution parameters such as median, lower and upper deciles. The decomposition estimates of conditional and unconditional (based on recentered influence functions) quantile regressions are compared.

scholarly journals Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

2018 ◽  
Vol 46 (2) ◽  
pp. 111-148 ◽  
Author(s):  
Tanja Van der Lippe ◽  
Leonie Van Breeschoten ◽  
Margriet Van Hek
Keyword(s):  
Gender Inequality ◽  
Family Life ◽  
Gender Wage Gap ◽  
Parental Leave ◽  
Wage Gap ◽  
Work Life ◽  
Multilevel Analyses ◽  
Men And Women ◽  
Dependent Care ◽  
Organizational Work

Many organizations in Europe offer work–life policies to enable men and women to combine work with family life. The authors argue that the availability of organizational work–life policies can also reduce gender inequality in wages. The authors test their expectations using the European Sustainable Workforce Survey, with data from 259 organizations and their employees in 9 European countries. Multilevel analyses show that organizations that offer work–life policies have a smaller gender wage gap. Their findings also suggest that both the type and number of policies matter. Contrary to their expectations, dependent care policies, such as parental leave and childcare support, are less important for the gender wage gap than flexibility policies. Controlling for organizational culture regarding family supportiveness does not alter the results.

Interindustry Wage Differentials and the Gender Wage Gap

ILR Review ◽  
1995 ◽  
Vol 49 (1) ◽  
pp. 105-120 ◽  
Author(s):  
Judith Fields ◽  
Edward N. Wolff
Keyword(s):  
Population Survey ◽  
Wage Differentials ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Female Worker ◽  
Industry Effects ◽  
Men And Women ◽  
Female Workers ◽  
Highly Correlated ◽  
Using Data

Using data from the March 1988 Current Population Survey, the authors find that the wages of female workers differ significantly by industry, even when the analysis controls for workers' productivity-related characteristics. Although these interindustry wage differentials are at least as large as men's and are highly correlated with them as well, there are statistically significant differences between the two. Of the overall gender wage gap (the average female worker earns about 65% as much as the average male worker), 12–22% can be explained by differences between the patterns of interindustry wage differentials of men and women and 15–19% by differences in the distribution of male and female workers across industries. Thus, the combined industry effects explain about one-third of the overall gender wage gap.

scholarly journals Occupational segregation and wage differences: the case of Poland

2018 ◽  
Vol 39 (3) ◽  
pp. 378-397 ◽  
Author(s):  
Pawel Strawinski ◽  
Aleksandra Majchrowska ◽  
Paulina Broniatowska
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Occupational Segregation ◽  
Wage Discrimination ◽  
Similar Proportion ◽  
Wage Gaps ◽  
Wage Differences ◽  
Occupational Groups ◽  
Men And Women ◽  
Content Type

Purpose The purpose of this paper is to analyse the relation between occupational segregation and the gender wage differences using data on three-digit occupational level of classification. The authors examine whether a statistically significant relation between the share of men in employment and the size of the unexplained part of the gender wage gap exists. Design/methodology/approach Traditional Oaxaca (1973) – Blinder (1973) decomposition is performed to examine the differences in the gender wage gaps among minor occupational groups. Two types of reweighted decomposition – based on the parametric estimate of the propensity score and non-parametric proposition presented by Barsky et al. (2002) – are used as the robustness check. The analysis is based on individual data available from Poland. Findings The results indicate no strong relation between occupational segregation and the size of unexplained differences in wages. The unexplained wage differences are the smallest in strongly female-dominated and mixed occupations; the highest are observed in male-dominated occupations. However, they are probably to a large extent the result of other, difficult to include in the econometric model, factors rather than the effects of wage discrimination: differences in the psychophysical conditions of men and women, cultural background, tradition or habits. The failure to take them into account may result in over-interpreting the unexplained parts as gender discrimination. Research limitations/implications The highest accuracy of the estimated gender wage gap is obtained for the occupational groups with a similar proportion of men and women in employment. In other male- or female-dominated groups, the size of the estimated gender wage gaps depends on the estimation method used. Practical implications The results suggest that decreasing the degree of segregation of men and women in different occupations could reduce the wage differences between them, as the wage discrimination in gender balanced occupations is the smallest. Originality/value To the best of the authors’ knowledge, this study is one of the few conducted at such a disaggregated level of occupations, and one of few studies focused on Central and Eastern European countries and the first one for Poland.

scholarly journals Analysis on Psychological Impacts due to Violation of the Rights of Women Workers

2016 ◽  
Vol 8 (2) ◽  
pp. 65
Author(s):  
Idha Rahayuningsih
Keyword(s):  
Women Workers ◽  
Sexual Harassment ◽  
Psychological Impact ◽  
Psychological Problems ◽  
Labor Rights ◽  
Female Labor ◽  
Men And Women ◽  
Labor Contract ◽  
Labour Rights ◽  
Psychological Impacts

<p>This research aims to know the violations of the labour rights of women and analyze the psychological impact as a result of such breach. The results show there are some companies which do not meet the labor rights of women: 1) allow maternity and miscarriage leave to woman that is a labor contract but not giving salary; 2) grant leave of menstruation to woman that is a labor contract but not giving the salary and undermine the leave permit to woman that is a permanent labor; 3) do not give the time of breastfeeding at work; 4) does not provide a shuttle vehicle to woman labor at night; 5) no separated toilets for men and women. The Psychological impacts experienced by female labor are: 1) psychological problems experienced by female labor who suffer dilematic choices between the need of childbirth or miscarriage with economic needs; 2) female labor feel lost to get the chance of breastfeeding baby, feel guilt when daytime because no time for breasfeeding; 3) female contact who experience syndrome of premenstruation, they work even if uncomfortable, weak, and sick because if they are off then get no salary; 4) female labor feel afraid, threatened physically, of being the victims of sexual harassment on the way to or back from the company at night; 5) female labor feel uncomfortable, worried to men due to the adjacent toilet location.</p>

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