scholarly journals Gender Differences in Job Search: Trading off COMMUTE AGAINST WAGE*

2020 ◽  
Vol 136 (1) ◽  
pp. 381-426 ◽  
Author(s):  
Thomas Le Barbanchon ◽  
Roland Rathelot ◽  
Alexandra Roulet
Keyword(s):  
Gender Differences ◽  
Gender Gap ◽  
Job Search ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Hourly Wage ◽  
Job Attributes ◽  
Joint Distributions ◽  
Application Data ◽  
Newly Hired

ABSTRACT We relate gender differences in willingness to commute to the gender wage gap. Using French administrative data on job search criteria, we first document that unemployed women have a lower reservation wage and a shorter maximum acceptable commute than their male counterparts. We identify indifference curves between wage and commute using the joint distributions of reservation job attributes and accepted job bundles. Indifference curves are steeper for women, who value commute around 20% more than men. Controlling in particular for the previous job, newly hired women are paid after unemployment 4% less per hour and have a 12% shorter commute than men. Through the lens of a job search model where commuting matters, we estimate that gender differences in commute valuation can account for a 0.5 log point hourly wage deficit for women, that is, 14% of the residualized gender wage gap. Finally, we use job application data to test the robustness of our results and to show that female workers do not receive less demand from far-away employers, confirming that most of the gender gap in commute is supply-side driven.

scholarly journals The Gender Wage Gap among Ph.D. Holders: Evidence from Italy

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Vincenzo Alfano ◽  
Lorenzo Cicatiello ◽  
Giuseppe Lucio Gaeta ◽  
Mauro Pinto
Keyword(s):  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Decomposition Analysis ◽  
Stem Fields ◽  
Cross Sectional ◽  
Educational Qualification ◽  
Employment Conditions ◽  
Quantile Decomposition ◽  
Selection Of

Abstract This paper contributes to the literature on the gender wage gap by empirically analyzing those workers who hold the highest possible educational qualification, i.e., a Ph.D. The analysis relies on recent Italian cross-sectional data collected through a survey on the employment conditions of Ph.D. holders. The Oaxaca–Blinder decomposition analysis and quantile decomposition analysis are carried out, and the selection of Ph.D. holders into employment and STEM/non-STEM fields of specialization is taken into account. Findings suggest that a gender gap in hourly wages exists among Ph.D. holders, with sizeable differences by sector of employment and field of specialization.

Rethinking Double Jeopardy: Differences in the Gender Disadvantage between Organizational Insiders and Outsiders in Korea

2017 ◽  
Vol 60 (6) ◽  
pp. 1082-1096 ◽  
Author(s):  
Young-Mi Kim
Keyword(s):  
Labor Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Structural Condition ◽  
Secondary Market ◽  
Demographic Differences ◽  
Female Workers ◽  
Segmented Labor Market

This study examines the distinctive patterns of gender inequality in the primary and secondary labor markets in Korea. Previous studies that analyzed multiple disadvantages in the labor market tended to focus on comparing the gender wage gap between groups. By failing to distinguish the gender gap from discrimination, these studies often underestimate the severe within-job discrimination that women in minority positions experience. Using the wage gap decomposition method, this study analyzes the gender wage gap according to separate labor market positions. The results indicate that the size of the gender wage gap is greater in the primary labor market than in the secondary market, but that a sizable amount of the gap in the primary market can be explained by demographic differences between male and female workers. In the secondary labor market, the gender wage gap is relatively small, but mostly caused by within-job wage discrimination against women. The divergent pattern of gender inequality—large gap-small discrimination among organizational insiders and small gap-large discrimination between organizational outsiders—shows how the segmented labor market provides a structural condition to create the complexity of gender inequality, in which women experience different forms of disadvantage depending on their positions in the labor market.

scholarly journals UNEXPLAINED WAGE GAPS IN THE TRADABLE AND NONTRADABLE SECTORS: CROSS-SECTIONAL EVIDENCE BY GENDER IN BOLIVIA

2021 ◽  
Vol 20 (2) ◽  
Author(s):  
Oscar Molina-Tejerina ◽  
Luis Castro-Peñarrieta
Keyword(s):  
International Trade ◽  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Household Survey ◽  
Standard Industrial Classification ◽  
Cross Sectional ◽  
International Standard Industrial Classification ◽  
Tradable Sector ◽  
The Impact

This document analyzes the gender wage gap between in tradable and non-tradable sectors. The tradable sector is defined by the value of exports and imports in an industry based on the four-digit codes of the International Standard Industrial Classification. Based on Gary Becker's work, in an economy prone to discrimination against women, the document proposes a model from which discrimination is possible if companies generate supra-normal profits. These benefits will be determined by market power, which in turn depends on the number of companies participating in the industry, so under the assumption that tradable sectors are directly influenced by international trade and with the possibility of greater competition, this competition will generate a trend towards normal benefits, making it impossible to finance discrimination against women, so the wage gender gap should be lower in tradable than non-tradable sectors. Using the traditional Oaxaca-Blinder decomposition and the Oaxaca-Blinder decomposition with Recentered Influence Function (RIF) regressions for the 2013 Household Survey, we find that unexplained wage differences against women are significantly lower in the tradable sector, suggesting that the impact of international trade on the tradable sector helps to reduce the gender wage gap in Bolivia.

Part-time employment, the gender wage gap and the role of wage-setting institutions: Evidence from 11 European countries

2017 ◽  
Vol 24 (3) ◽  
pp. 221-241 ◽  
Author(s):  
Eleonora Matteazzi ◽  
Ariane Pailhé ◽  
Anne Solaz
Keyword(s):  
Gender Gap ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
European Countries ◽  
Full Time ◽  
Wage Setting ◽  
Wage Penalty ◽  
Pay Gap ◽  
Representation Of Women ◽  
Part Time

We examine how far the over-representation of women in part-time jobs can explain the gender gap in hourly earnings, and also investigate how far wage-setting institutions are correlated with the overall gender wage gap and the female part-time wage gap. Using European Union Statistics on Income and Living Conditions (EU-SILC) 2009 data for 11 European countries, we implement a double decomposition of the gender wage gap: between men and women employed full-time and between full-time and part-time working women. This shows that the wage penalty of women employed part-time occurs mainly through the segregation of part-time jobs, but the full-time gender pay gap remains mostly unexplained. At the macro level, the gender wage gap tends to be higher in countries where part-time employment is more widespread. Some wage-setting institutions seem to reduce the female full-time/part-time pay gap and the gender gap among full-time workers.

scholarly journals The Gender Wage Gap in Developed Countries

2017 ◽  
pp. 368-394 ◽  
Author(s):  
Astrid Kunze
Keyword(s):  
Gender Differences ◽  
Human Capital ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Developed Countries ◽  
Gender Pay Gap ◽  
Demand Side ◽  
Pay Gap ◽  
On Demand ◽  
Employment Rates

Despite the increased attachment of women to the labor force in nearly all developed countries, a stubborn gender pay gap remains. This chapter provides a review of the economics literature on the gender wage gap, with an emphasis on developed countries. We begin with an overview of the trends in the gender differences in wages and employment rates. We then review methods used to decompose the gender wage gap and the results from such decompositions. We discuss how trends and differences in the gender wage gap across countries can be understood in light of nonrandom selection and human capital differences. We then review the evidence on demand-side factors used to explain the existing gender wage gap and then discuss occupational segregation. The chapter concludes with suggestions for further research.

Does the Level of Occupational Aggregation Affect Estimates of the Gender Wage Gap?

ILR Review ◽  
1996 ◽  
Vol 49 (2) ◽  
pp. 317-329 ◽  
Author(s):  
Michael P. Kidd ◽  
Michael Shannon
Keyword(s):  
Gender Differences ◽  
Labour Market ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Market Activity ◽  
Occupational Differences ◽  
Measure Of Discrimination ◽  
Labour Market Activity ◽  
Related Characteristic ◽  
Activity Survey

The traditional decomposition of the gender wage gap distinguishes between a component attributable to gender differences in productivity-related characteristics and a residual component that is often taken as a measure of discrimination. This study of data from the 1989 Canadian Labour Market Activity Survey shows that when occupation is treated as a productivity-related characteristic, the proportion of the gender wage gap labeled explained increases with the number of occupational classifications distinguished. However, on the basis of evidence that occupational differences reflect the presence of barriers faced by women attempting to enter male-dominated occupations, the authors conclude that occupation should not be treated as a productivity-related characteristic; and in a decomposition of the gender wage gap that treats occupation as endogenously determined, they find that the level of occupational aggregation has little effect on the size of the “explained” component of the gap.

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.

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