Educational Attainment and the Gender Wage Gap: A Comparison of Young Men and Women in 1984 and 2007

2012 ◽  
Vol 43 (2) ◽  
pp. 123-155 ◽  
Author(s):  
Joshua D. Pitts ◽  
Charles Kroncke
Keyword(s):  
Educational Attainment ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Young Men ◽  
Men And Women

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 The Gender Wage Gap Opens Long before Motherhood. Panel Evidence on Early Careers in Switzerland

2019 ◽  
Author(s):  
Benita Combet ◽  
Daniel Oesch
Keyword(s):  
Young Women ◽  
Family Formation ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Panel Study ◽  
Young Men ◽  
Work And Family ◽  
Intellectual Ability ◽  
Employer Discrimination ◽  
Household Specialization

According to a popular argument in economics, the gender wage gap persists not because of employer discrimination against women, but because of the differential investment of fathers and mothers into paid work and the household. We test this argument by comparing the evolution of wages between men and women before the onset of family formation and gendered household specialization. We use a cohort study of young adults for Switzerland (TREE 2000–2014) and match the two sexes on their intellectual ability and educational attainment before they enter the labour market. We then use the ensuing survey waves to account for human capital and job characteristics as well as for values towards work and family. We replicate our analysis with a second panel study of Swiss graduate students. We find in both cohort studies an unexplained gender wage gap of between 3 to 6 percent in favour of men. This result suggests that young women earn lower wages than young men with the same productive characteristics long before they have children. Translated into annual wages, this means that young women lose out on half a monthly wage each year in comparison to young men.

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.

scholarly journals Exploring Gender Wage Gap in Urban Labor Market of Bangladesh

2018 ◽  
Vol 10 (1) ◽  
pp. 36
Author(s):  
Muhammad Shahadat Hossain Siddiquee ◽  
Md Amzad Hossain
Keyword(s):  
Labor Market ◽  
Women Workers ◽  
Labor Force ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Quantile Regressions ◽  
Men And Women ◽  
Urban Workers ◽  
Urban Labor Market

Using the Labor Force Survey 2010 dataset this paper examines gender wage gap in a large sample of urban workers in Bangladesh and explore whether gender wage gap varies across the wage distribution. Mincerian OLS regression and its Blinder-Oaxaca decomposition results reveal that the estimated wage gap between men and women workers is 21.2%. Adjusting women’s endowments levels to those of men increases women’s wage by 12.1% and a gap of 8.0% remains unexplained. The decomposition results based on the unconditional quantile regressions demonstrate that the estimated total gender wage gap is higher at lower end of the wage distribution compared to the higher end.

scholarly journals Gender wage gap in China: a large meta-analysis

2020 ◽  
Vol 54 (1) ◽  
Author(s):  
Ichiro Iwasaki ◽  
Xinxin Ma
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Gender Wage Gap ◽  
Transition Period ◽  
Wage Gap ◽  
Meta Analysis ◽  
Rural Regions ◽  
Men And Women ◽  
The Public ◽  
Low Level

AbstractThis paper performs a meta-analysis of 1472 estimates extracted from 199 previous studies to investigate the gender wage gap in China. The results show that, although the gender wage gap in China during the transition period has an impact that statistically significant and economically meaningful, it remains at a low level. It is also revealed that the wage gap between men and women is more severe in rural regions and the private sector than those in urban regions and the public sector. Furthermore, we found that, in China, the gender wage gap has been increasing rapidly in recent years.

scholarly journals Returns to Workplace Training for Male and Female Employees and Implications for the Gender Wage gap: A Quantile Regression Analysis

2021 ◽  
Vol 8 (1) ◽  
pp. 21-45
Author(s):  
Rossella Icardi
Keyword(s):  
Quantile Regression ◽  
Cognitive Skills ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Positive Association ◽  
Wage Distribution ◽  
Workplace Training ◽  
Wage Differences ◽  
Men And Women ◽  
Quantile Regression Analysis

Context: Existing studies have explored the association between workplace training and wages suggesting that training participation may have a positive association with wages. However, we still know very little about whether this association varies between men and women. Through its potential positive association with wages, training may balance wage differences between men and women. In addition, the gender wage gap varies across the wage distribution. Differences in the association between training participation and wages for men and women across the earnings spectrum may offer an explanation as to why the discrepancy in female/male earnings is larger at some point of the wage distribution compared to others. Approach: Using data from the Programme for International Assessment of Adult Competencies (PIAAC) and unconditional quantile regression, this paper examines whether the association between workplace training and wages differs between men and women at different points of the wage distribution across 14 European countries. To partly control for endogeneity in training participation, detailed measures of cognitive skills have been included in the models. Findings: Findings show gender differences in the association between training and wages across the wage distribution. In most countries, results indicate larger training coefficients for women than men at the lower end of the wage spectrum whereas they are larger for men at the top. This pattern holds across most countries with the only exception of Liberal ones, where women benefit less than men across the entire wage spectrum.Conclusions: The findings of this work reveal that distributional variations in returns to workplace training follow a similar pattern across industrialized countries, despite their different institutional settings. Moreover, differences in training coefficients of men and women at different parts of the wage distribution suggest that training could reduce gender wage differences among low earners and potentially widen the gap in wages among individuals at the top of the wage distribution. 

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