The gender wage gap across the wage distribution in the private and public sectors in Sweden

2010 ◽  
Vol 17 (15) ◽  
pp. 1465-1468 ◽  
Author(s):  
Roger Wahlberg
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Private And Public ◽  
Public Sectors

The gender wage gap in the public and private sectors: The Spanish experience

2020 ◽  
pp. 135050682097902
Author(s):  
Patricia Moreno-Mencía ◽  
Ana Fernández-Sainz ◽  
Juan M. Rodríguez-Poo
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Sample Selection ◽  
Wage Structure ◽  
Least Square ◽  
Wage Distribution ◽  
Public And Private ◽  
Men And Women ◽  
Ordinary Least Square ◽  
Private And Public

Using microdata from the Wage Structure Survey, we analyse the gender wage gap in the private and public sectors, considering the whole wage distribution. The main contribution is to assume that the decision to work in a sector is a prior process determined endogenously in the model. Thus, the usual Ordinary Least Square estimation is inconsistent, and it is necessary to use alternative techniques. We use quantile regression techniques to calculate how much of the gap is due to differences in returns between men and women and sectors, taking into account the sample selection bias. We find that the size of the gap attributed to different returns varies substantially across the wage distribution. Public sector employees are paid higher wages, on average, than their counterparts in the private sector, and the gap is wider for women. Moreover, the proportion of the gender wage gap explained (by different characteristics) tends to be greater for workers who are at the bottom of the wage distribution in both sectors. A look at the whole wage distribution reveals that discrimination in the gender wage gap is typically higher at its top than at its bottom, suggesting that glass ceilings are more prevalent than sticky floors for both men and women.

Glass Ceilings in Portugal?

2010 ◽  
Vol 1 (2) ◽  
pp. 1-18 ◽  
Author(s):  
Raquel Mendes
Keyword(s):  
Wage Inequality ◽  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Gender Segregation ◽  
Ceiling Effect ◽  
Wage Distribution ◽  
Women's Wages ◽  
Gender Based ◽  
Women's Role

Despite the evidence of female progress with regard to women’s role in the labor market, gender inequality remains. Women are still less likely to be employed than men, occupational gender segregation continues, and females continue to earn less than males. The gender wage gap remains wide in several occupational sectors, among which is the information technology (IT) sector. This paper focuses the determinants of gender wage inequality. More precisely, it investigates for statistical evidence of a glass ceiling effect on women’s wages. Based on the quantile regression framework, the empirical analysis extends the decomposition of the average gender wage gap to other parts of the earnings distribution. The main objective is to empirically test whether gender-based wage discrimination is greater among high paid employees, in line with glass ceiling hypothesis. Larger unexplained gaps at the top of the wage distribution indicate the existence of a glass ceiling effect in Portugal.

scholarly journals Male–Female Wage Gap and Informal Employment in Bangladesh: A Quantile Regression Approach

2019 ◽  
Vol 20 (1) ◽  
pp. 106-123 ◽  
Author(s):  
Mustafizur Rahman ◽  
Md. Al-Hasan
Keyword(s):  
Labour Market ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Labour Force ◽  
Wage Distribution ◽  
Informal Employment ◽  
Wage Penalty ◽  
Conditional Quantile ◽  
Female Wage ◽  
Quantile Estimates

This article undertakes an examination of Bangladesh’s latest available Quarterly Labour Force Survey 2015–2016 data to draw in-depth insights on gender wage gap and wage discrimination in Bangladesh labour market. The mean wage decomposition shows that on average a woman in Bangladesh earns 12.2 per cent lower wage than a man, and about half of the wage gap can be explained by labour market discrimination against women. Quantile counterfactual decomposition shows that women are subject to higher wage penalty at the lower deciles of the wage distribution with the wage gap varying between 8.3 per cent and 19.4 per cent at different deciles. We have found that at lower deciles, a significant part of the gender wage gap is on account of the relatively larger presence of informal employment. Conditional quantile estimates further reveal that formally employed female workers earn higher wage than their male counterparts at the first decile but suffer from wage penalty at the top deciles. JEL: C21, J31, J46, J70

scholarly journals DIFFERENCES IN DECLINE: QUANTILE REGRESSION OF MALE–FEMALE EARNINGS DIFFERENTIAL IN MALAYSIA

2015 ◽  
Vol 60 (04) ◽  
pp. 1550054 ◽  
Author(s):  
SIEW CHING GOY ◽  
GERAINT JOHNES
Keyword(s):  
Quantile Regression ◽  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Western Society ◽  
Floor Effect ◽  
Earnings Differential ◽  
Gender Earnings Gap ◽  
The Difference

Semiparametric estimation has gained significant attention in the study of wage inequality between men and women in recent years. By extending the wage gap at the mean towards the entire wage distribution using quantile regression, it enables researchers to ascertain the direction and the proportions of differences in characteristics and returns to these characteristics at different parts of the wage distribution. This line of research has been prominent in western society but has not yet been explored in the context of the Malaysian labor market. To fill the gap, this paper examines the gender earnings gap in Malaysia between 1994 and 2004 using Malaysia Population and Family Survey data. The gender earnings differential, as measured by the log percentage point is 53% in 1994. The difference reduces to 45% for a restricted sample and 42% for the unrestricted sample in 2004. However, it was found that the gender wage gap reduces as we move up the wage distribution. This suggests that women suffer from a sticky floor effect, i.e., the gender wage gap is bigger at the bottom of distribution. More importantly, the observed gender wage differentials do not reflect differences in the productive characteristics of the workers. In fact, it accounts for very little, if any, of the gap in Malaysia. However, the extent of the price effect is larger at the bottom end of the distribution than at the top.

scholarly journals Dynamism in the Gender Wage Gap: Evidence from Pakistan

2007 ◽  
Vol 46 (4II) ◽  
pp. 865-882 ◽  
Author(s):  
Muhammad Sabir ◽  
Zehra Aftab
Keyword(s):  
Labour Market ◽  
Gender Gap ◽  
Gender Discrimination ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Labour Force ◽  
Labour Force Participation ◽  
Wage Distribution ◽  
Socioeconomic Indicators ◽  
Almost All

One of the main caveats of Pakistan’s economic development history is the persistence of gender inequality with respect to almost all socioeconomic indicators. For instance, Pakistan ranks 66, out of 75 countries, with respect to the Gender Empowerment Measure (Human Development Report, 2006) with a GEM value of 0.377, largely a manifestation of very low estimated female to male earned income ratio, which is a depressing 0.29. GEM and other labour force statistics confirm the gender gap in labour force participation. One of the possible explanations of this gender gap is gender discrimination in the labour market, particularly in wages. Evidence with respect to gender discrimination in Pakistan’s labour market is welldocumented. Siddique, et al. (2006), Nasir and Nazli (2000), Siddique, et al. (1998) and Ashraf and Ashraf (1993) all confirm that men earn higher wages than women even after controlling for measurable characteristics affecting their productivity. These studies, however, analyse the gender wage gap by comparing the mean male/female wage. Studies which compare the gender wage gap at different points along the wage distribution are not available for Pakistan.

The gender wage gap among Spanish managers

2014 ◽  
Vol 35 (3) ◽  
pp. 327-344 ◽  
Author(s):  
Sergio Scicchitano
Keyword(s):  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Decomposition Analysis ◽  
Wage Distribution ◽  
Pay Gap ◽  
Content Type ◽  
Ceiling Effects ◽  
Sticky Floor ◽  
Shaped Pattern

Purpose – The purpose of this paper is to investigate the existence of sticky floor and glass ceiling effects in the gender wage gap (GWG) among Spanish managers. In addition, the paper determines if the pay gap at every quantile is a result of the gender characteristic differences, or the differences in returns to those characteristics. Design/methodology/approach – The paper exploits a counterfactual decomposition analysis, using quantile regression, to decompose the GWG into one component that is based on differences in characteristics and one component that is based on differences in coefficients across the wage distribution. Findings – A significant GWG over all the wage distribution is found. Such a gap exhibits a clear U-shaped pattern, thus pointing out both significant sticky floor and glass ceiling effects. Furthermore, the paper shows that such pattern is mainly determined by the coefficient effect, whose relative incidence is almost continuously increasing along the wage distribution. Research limitations/implications – While it is difficult to give a definitive explanation for the significant U-shaped pattern in the GWG and for the bigger incidence of the glass ceiling, the authors suggest two possible explanations that are consistent with these findings. The paper leaves the identification of these explanations to future research. Practical implications – The pattern of rising coefficient effects at higher quantiles suggests that the glass ceiling is a more relevant question than the sticky floor. Indeed, at the highest wage quantiles, differences in characteristics make essentially no contribution to the overall wage gap. This suggests that upper-echelon female managers have the same characteristics as their male counterparts, which emphasizes the role of discrimination for these top-level jobs. Originality/value – Despite the general GWG has been largely investigated, the analysis of a wage differential among managerial workers has certainly drawn much less attention. In particular just a few papers have investigated the existence of sticky floors and glass ceiling among managers. In addition, as to Spain, there is no empirical survey investigating and decomposing the gender pay gap among managers.

The Gender Wage Gap in Hospitality: New Evidence From Spain

2020 ◽  
pp. 193896552097127
Author(s):  
José M. Casado-Díaz ◽  
Oana Driha ◽  
Hipólito Simón
Keyword(s):  
Hospitality Industry ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Hospitality Workers ◽  
Direct Discrimination ◽  
Female Employees ◽  
New Evidence ◽  
Employee Data ◽  
Accurate Quantification

This article examines the gender wage gap in the Spanish hospitality industry versus the rest of the economy. Decomposition techniques are applied to a nationwide representative sample that includes matched employer–employee data allowing an accurate quantification of the phenomenon and its determinants. The methodologies used allow us to examine the average gender wage gap and also how this gap behaves throughout the wage distribution. According to the results, the gender wage gap in hospitality is rather significant (although slightly lower compared with the rest of the economy) and exhibits a steeper profile along the wage distribution. A large part of the gap is explained by observable characteristics, as female hospitality workers have lower levels of seniority than men, are overrepresented in low-skilled occupations, have less supervisory responsibilities, and are segregated into low-wage firms. Although potentially direct discrimination seems to be lower in hospitality, it is not a negligible problem, as, in its most conservative measure (namely, when observationally identical male and female employees working in the same firm are compared), it accounts for as much as 0.05 log points or 30% of the raw gender wage gap. The evidence also shows that the particularly intense gender wage gap observed in the uppermost part of the wage distribution in the hospitality industry arises because more qualified women in the sector are doubly penalized by an intense segregation into comparatively worse jobs and by an unfavorable wage treatment with respect to comparable men, which is consistent with the glass-ceiling phenomenon.

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.

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