National Board Quotas and the Gender Pay Gap among European Managers

2019 ◽  
Vol 33 (6) ◽  
pp. 1002-1019 ◽  
Author(s):  
David J Maume ◽  
Orlaith Heymann ◽  
Leah Ruppanner
Keyword(s):  
Labour Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
European Social Survey ◽  
Gender Pay Gap ◽  
Female Representation ◽  
Pay Gap ◽  
Social Survey ◽  
National Board ◽  
Managerial Pay

As European countries have mandated quotas for women’s representation on boards, and as women have increasingly entered the ranks of management, a persistent gender gap in managerial pay remains. Drawing a sample of managers in the 2010 European Social Survey, the gender gap in pay was decomposed, finding that employer devaluation of women accounted for the majority of the gender gap in pay. This was especially true in countries without mandated quotas, but in countries that had adopted quotas for female representation on boards, results were consistent with the proposition that quotas moderated the labour market for managers (i.e. the gender gap in managerial pay was smaller as was the portion of the gap attributable to discrimination). As board quotas have increasingly been adopted across Europe, more research is needed on their ameliorative effects on gender inequality in the wider labour market.

scholarly journals Gender inequality on the labour market in the Czech Republic

2021 ◽  
Vol 129 ◽  
pp. 09023
Author(s):  
Kamila Vesela ◽  
David Krizek
Keyword(s):  
Czech Republic ◽  
Labour Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
Value Added ◽  
Labour Market Situation ◽  
Pay Gap ◽  
The Czech Republic ◽  
The Status ◽  
Future Direction

Research background: Even though we live in the 21st century, where society is no longer expected to treat women and men differently, the reality is unfortunately different. Gender differences can be observed in virtually every country in the world. In some aspects of gender inequality, the Czech Republic is doing relatively well, for example, in terms of equal access to education, but in other areas it is doing much worse. In the Czech Republic, gender inequality is manifested in particular in the gender pay gap and on the labour market situation, where female unemployment is higher than male unemployment. Purpose of the article: This article analyses gender inequality in the Czech Republic on the labour market. The aim of this article is to evaluate the state, development and estimate the future direction of the labour market with an emphasis on gender inequality. Methods: Using time-series analysis of the number of applicants at the labour offices, it assesses the status and development of gender inequality in the labour market. The analysis also includes a prediction of future developments, where the author seeks an answer to the question whether the gender gap in this area is decreasing or increasing over time. Findings & Value added: The analysis showed a persistent trend of higher unemployment among women compared to men. However, this gap is decreasing in the long term.

scholarly journals APPLICATION OF THE MINCER EARNING FUNCTION IN ANALYZING GENDER PAY GAP IN SERBIA

2017 ◽  
pp. 155
Author(s):  
Stojanka Dakić ◽  
Mirko Savić
Keyword(s):  
Labour Market ◽  
Gender Gap ◽  
Work Experience ◽  
Market Failure ◽  
Economic Status ◽  
Economic Benefits ◽  
Social Progress ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
The Impact

Better economic status of women in the labour market and reduction of gender pay gap is an important determinant of economic and social progress of the country. Gender pay gap is one of the key indicators of women's access to economic opportunities and undoubtedly one of the most constant features of the labour market. Failure to comply with the principle of equality and equal opportunities for women and men is considered a violation of basic human rights. As a result there are significant losses in the economy of countries such as loss of business and economic benefits, and insufficient use of available human resources. If there is no economic independence, all other measures taken to improve the position of women in society in general have much less success and influence. The aim of this paper is to determine whether there is a difference between men and women regarding wages. Mincer earnings function according to which individuals' earnings are function of the achieved level of education and work experience, served as the basis for analysis of the factors that determine the formation of wages. For the analysis we have used data collected by the survey EU-SILC in 2014 in Serbia. Regression model was built and confirmed the presence of the gender gap in earnings and the impact of gender on the formation of wages in the context that females earn less than males. Due to the inadequacy of the available data, the height of the gender gap in earnings has not been determined, nor its decomposition done.

scholarly journals Poziom internetyzacji a restrukturyzacja zatrudnienia w perspektywie międzynarodowej na początku millennium

2015 ◽  
Vol 59 (4) ◽  
pp. 105-129
Author(s):  
Maciej D. Kryszczuk
Keyword(s):  
Labour Market ◽  
European Social Survey ◽  
European Countries ◽  
The Internet ◽  
Information Economy ◽  
Social Survey ◽  
Comparative Analyses ◽  
Technological Unemployment ◽  
Research Questions

This article is devoted to methods of measuring the diversification of occupations and their use in analyzing complicated processes such as the ‘informationalization’ of work and the changes in socio-occupational structures currently being noted. The article’s comparative analyses were based on data from the first edition of the European Social Survey of 2002 and concern 15 selected European countries, including Poland. The following research questions were raised in connection with one aspect of the concept of an information economy: (a) has the percentage of employees engaged in ‘information occupations’ increased with the spread of the internet? (b) does a more computerized society also have a higher percent of information producers among persons who are vocationally active? (c) is the level of occupational diversification connected with the spread of the internet and if so, to what degree? At the end, the authors point to the necessity of giving deeper thought to the idea of the ‘end of work’, which is a kind of reversal of the pro-market logic of developing the labour market and technological unemployment.

Gendered scenes: conceptualising the negotiation of paid work and child care among performers in film, television and theatre production

2017 ◽  
Vol 163 (1) ◽  
pp. 151-162 ◽  
Author(s):  
Sheree Gregory ◽  
Cathy Brigden
Keyword(s):  
Gender Inequality ◽  
Paid Work ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Manage Care ◽  
Film Directors ◽  
Theatre Production ◽  
The Media ◽  
Care Regimes

The pervasiveness of gender inequality in the media and entertainment industry has become an issue of growing public interest, debate and agitation. Whether it is the gender pay gap, the ongoing presence of the casting couch, the absence of women film directors, the experiences for women and men are strikingly different. Drawing on the findings of a case study of how performers manage care and precarious paid work in film, television and theatre production in Australia, this article provides a context in which work and care regimes can be analysed. Individualised negotiations with agents and producers are buttressed by individualised arrangements with family and extended networks to accommodate complex and changing needs. Despite high unionisation among performers, the key finding is that the overwhelming tendency was to deal with issues individually or as a couple, without reference to the union or through collective avenues.

scholarly journals Waiting for Godot? Welfare Attitudes in Portugal before and after the Financial Crisis

2016 ◽  
Vol 65 (3) ◽  
pp. 535-558 ◽  
Author(s):  
Mónica Brito Vieira ◽  
Filipe Carreira da Silva ◽  
Cícero Roberto Pereira
Keyword(s):  
Welfare State ◽  
Labour Market ◽  
European Social Survey ◽  
Attitudinal Change ◽  
Social Survey ◽  
Before And After ◽  
Waiting For Godot ◽  
Welfare Attitudes ◽  
The Welfare State

Do attitudes towards the welfare state change in response to economic crises? Addressing this question is sometimes difficult because of the lack of longitudinal data. This article deals with this empirical challenge using survey data from the 2008 European Social Survey and from our own follow-up survey of Spring 2013 to track welfare attitudes at the brink and at the peak of the socio-economic crisis in one of the hardest hit countries: Portugal. The literature on social policy preferences predicts an increased polarisation in opinions towards the welfare state between different groups within society – in particular between labour market insiders and outsiders. However, the prediction has scarcely been tested empirically. A notoriously dualised country, Portugal provides a critical setting in which to test this hypothesis. The results show attitudinal change, and this varies according to labour market vulnerability. However, we observe no polarisation and advance alternative explanations for why this is so.

scholarly journals Why has the British National Minimum Wage had Little or No Impact on Employment?

2008 ◽  
Vol 50 (3) ◽  
pp. 489-512 ◽  
Author(s):  
David Metcalf
Keyword(s):  
Labour Market ◽  
Minimum Wage ◽  
Relative Price ◽  
Gender Pay Gap ◽  
Credit System ◽  
Wage Setting ◽  
Pay Gap ◽  
The Real ◽  
Employment Effects ◽  
Consumer Services

A century has passed since the first call for a British national minimum wage (NMW). The NMW was finally introduced in 1999. It has raised the real and relative pay of low wage workers, narrowed the gender pay gap and now covers around 1-worker-in-10. The consequences for employment have been extensively analysed using information on individuals, areas and firms. There is little or no evidence of any employment effects. The reasons for this include: an impact on hours rather than workers; employer wage setting and labour market frictions; offsets via the tax credit system; incomplete compliance; improvements in productivity; an increase in the relative price of minimum wage-produced consumer services; and a reduction in the relative profits of firms employing low paid workers.

scholarly journals Determinants of hourly wages inequality in selected European metropolises. The results from the multilevel modelling

Equilibrium ◽  
2016 ◽  
Vol 11 (4) ◽  
pp. 853
Author(s):  
Edyta Łaszkiewicz
Keyword(s):  
Multilevel Models ◽  
Metropolitan Areas ◽  
Positive Impact ◽  
Multilevel Modelling ◽  
European Social Survey ◽  
Pay Gap ◽  
Social Survey ◽  
Individual Level ◽  
Spatial Sorting ◽  
Agglomeration Effects

The aim of this paper is the identification of the hourly wages heterogeneity in the sample of individuals living in 35 European metropolitan areas. Additionally, we evaluated factors which determine spatial variability. For this purpose, we applied Mincer-type multilevel models for the micro data from the European Social Survey (2010). To delimit metropolitan areas we used Urban Audit’s Larger Urban Zones. Our results suggest the greatest impact of cross-country differences in explaining metropolitan variation of wages. We confirmed the gender pay gap equal to 10-11%, the wage premium from permanent contracts (7-10%) and being responsible for supervising other workers (16%). The importance of workers and firms characteristics was proved both for individual-level and metro-level differences. It might suggests the part of inequalities between metropolises is connected with different composition of workers’ skills in each metropolis and spatial sorting. Finally, we found that unexplained (by such attributes) proportion of variability across metropolises might be the result of agglomeration effects. The positive impact of Jacobs externalities was found, while we did not confirm the existence of Marshall externalities.

Gender Pay Gap

Sociology ◽  
2019 ◽  
Author(s):  
JooHee Han ◽  
Michelle Budig
Keyword(s):  
Gender Gap ◽  
White Women ◽  
The United States ◽  
Gender Segregation ◽  
Hourly Wage ◽  
Full Time ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Time Work ◽  
Part Time

The “gender pay gap” refers to the average difference in men’s and women’s earnings, and is typically adjusted for hours worked. The gender pay gap can refer to differences in mean or median annual earnings, weekly earnings, or hourly wage. Because women tend to work part-time at higher rates than do men, and because part-time work tends to pay lower hourly wages relative to full-time work, the size of the gender pay gap is affected by whether full- and part-time, full-year or seasonal, and very young and very old workers are included in the estimates. Among full-time, year-round American workers aged sixteen and above in 2017, the gender pay gap (median weekly earnings) was 18.2 percent, meaning that women earned 81.8 cents of every man’s dollar. In the United States, women of color earn less relative to white men than white women do, owing to racial gaps in pay among women; moreover, within-race gender pay gaps are often smaller among racial/ethnic minorities, reflecting the low earnings of minority men. The gender gap has narrowed considerably since the early 20th century, yet disparities in women’s and men’s earnings persist. Moreover, this narrowing has not proceeded in a linear fashion and the gap has occasionally increased. This entry first introduces important literatures on historic and contemporary trends in the gender pay gap and then discusses the various explanations for the persistence of, and changes in, the gap. These explanations highlight the role of occupational gender segregation; the devaluation of female-typed work; gender differences in experience; family structure, care responsibilities, and the gendered impact of parenthood; workplace structures of inequality; glass ceilings and glass escalators. This entry concludes with a discussion of narrowing the gap and what it will take to close the gap.

Resolving Gender Pay Inequality? Rationales, Enforcement and Policy

2004 ◽  
Vol 33 (4) ◽  
pp. 553-571 ◽  
Author(s):  
JUDE BROWNE
Keyword(s):  
Corporate Governance ◽  
Social Policy ◽  
Labour Market ◽  
Gender Pay Gap ◽  
British Broadcasting Corporation ◽  
Employment Practices ◽  
Data Set ◽  
Pay Gap ◽  
British Labour

It is increasingly argued that models of Corporate Governance can be seen as an effective substitute for conventional state-centred social policy. This article examines the extent to which these contemporary business-led approaches are successful in remedying the gendered pay gap in the British labour market, using the latest Cabinet Office review on women's employment and pay in Britain: the Kingsmill Review, as its central example. The article outlines Kingsmill's recommendations and then analyses their efficacy by means of a ‘snap-shot’ case study of a large employing organisation which was identified as a ‘model employer’ by the Review and which has adopted many exemplary employment practices: the British Broadcasting Corporation (BBC). The article employs analysis of a major original new data set to establish both the successes and limitations of these recommendations in overcoming the gender pay gap within the BBC.

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