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.

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.

scholarly journals Full- and part-time wage differences in Spain: an analysis along the wage distribution

2017 ◽  
Vol 38 (3) ◽  
pp. 449-469 ◽  
Author(s):  
Hipolito Simon ◽  
Esteban Sanroma ◽  
Raul Ramos
Keyword(s):  
Wage Differentials ◽  
Wage Gap ◽  
Conclusive Evidence ◽  
Wage Distribution ◽  
Full Time ◽  
Wage Penalty ◽  
Wage Differences ◽  
Data Set ◽  
Content Type ◽  
Part Time

Purpose The purpose of this paper is to examine wage differences between part- and full-time workers distinguishing by gender by using a large Spanish matched employer-employee data set and an econometric decomposition that permits to decompose wage differences by quantiles of the wage distribution. Design/methodology/approach The research is based on cross-section matched employer-employee microdata from a large representative survey (the Encuesta de Estructura Salarial) which is carried out with a harmonised methodology common to all European Union member countries and that has been designed specifically to provide reliable evidence about characteristics of the wage distribution such us wage differentials associated with the type of working time. From a methodological point of view, the econometric decomposition technique proposed recently by Fortin et al. (2011) to decompose wage differences between part-time and full-time workers by quantiles of the wage distribution is applied. This methodology has the advantage over similar techniques that provides a detailed decomposition of wage differentials and has not been used before to examine the wage impact of part-time jobs. Findings The results show that the significant raw wage gap that part-time workers experience in Spain differs substantially along the wage distribution. In the case of part-time females, the wage disadvantage is mostly explained by their relative endowments of characteristics (and particularly by their lower endowments of human capital and their segregation into low-wage sectors) but a significant wage penalty still persists, increasing along the wage distribution. In the case of males the wage disadvantage is only found in the lower part of the distribution and it is due both to their worst endowments of characteristics and a significant wage penalty. Research limitations/implications The evidence for Spain shows that the part-time work tends to affect differently to the wages of males and females, with a higher part-time penalty for males, as predicted by the “flexibility stigma” hypothesis, and penalising low-qualified men in the lower part of the wage distribution and high-qualified women in the upper part of the distribution the most. Originality/value The analysis contributes to the literature by examining wage differences along the wage distribution for both genders using econometric decomposition methods, an aspect that to the authors’ knowledge has been examined only scarcely in the international literature with non-conclusive evidence and has not been examined in previous studies for the Spanish case. In this vein, Spain is a particularly interesting analysis case from an international perspective of the wage consequences of part-time jobs, given that in contrast with most other advanced countries a majority of part-time employment in this country is involuntary and this phenomenon is especially affecting disadvantaged groups.

scholarly journals Part-Time Wage-Gap in Germany: Evidence across the Wage Distribution

2016 ◽  
pp. 124-147
Author(s):  
Piret Tõnurist ◽  
Dimitris Pavlopoulos
Keyword(s):  
Labour Market ◽  
Wage Gap ◽  
Decomposition Analysis ◽  
Wage Distribution ◽  
Full Time ◽  
Wage Penalty ◽  
Time Work ◽  
Part Time ◽  
The Difference ◽  
Part Time Work

This article uses insights from labour-market segmentation theory in order to investigate the wage differences between part-time and full-time workers in Germany at different parts of the wage distribution. This is accomplished with the use of a quintile regression and panel data from the German Socio Economic Panel (1991-2012). To obtain insights on the part-time wage differentials, we apply a counterfactual wage decomposition analysis. The results indicate the presence of a part-time wage penalty for involuntary part-time work at the low and middle parts of the wage distribution. In contrast, a wage premium for voluntary part-time work emerges, especially at the top of the distribution. Moreover, at the lower end of the wage distribution, part-time workers receive lower returns for their labour market characteristics, indicating the segmentation of the labour market. In contrast, the difference in the characteristics of part-timers and full-timers fully explains the part-time wage gap at the top of the wage distribution.

scholarly journals Full-Time and Part-Time Work and the Gender Wage Gap

2020 ◽  
Vol 48 (3) ◽  
pp. 313-326
Author(s):  
Luiza Antonie ◽  
Laura Gatto ◽  
Miana Plesca
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Motherhood and wages

2004 ◽  
Vol 10 (1) ◽  
pp. 088-105
Author(s):  
Cécile Wetzels
Keyword(s):  
Capital Accumulation ◽  
Labour Force ◽  
Labour Force Participation ◽  
European Countries ◽  
Full Time ◽  
Participation Rates ◽  
Negative Effects ◽  
Pay Gap ◽  
Women's Wages ◽  
Part Time

This article examines labour force participation rates and wage rates according to gender and parenthood in a selection of European countries. Since the ranking of European countries according to their labour force participation rates does not coincide with the ranking of countries according to gross and net hourly wages in purchasing power parities according to gender and parenthood, countries with low female participation rates may face selection into employment effects in women's wages. A review of mostly single-country studies on women's wages shows that for the Scandinavian countries it is still unclear whether care-related leave has consequences for human capital accumulation, whether these consequences are overcome later in a career or not, and whether leave affects wages by signalling. The effect of working part-time on women's wages has not been a focus of research in Scandinavian full-time economies but British studies make clear the negative effects of working part-time on British women's wages. No such clear effect is found in the Dutch part-time economy. There is still a child pay gap in the UK. No such effect is found in the Netherlands nor in Scandinavian countries.

scholarly journals Why Do Part-Time Workers Earn Less? The Role of Worker and Job Skills

ILR Review ◽  
2005 ◽  
Vol 58 (4) ◽  
pp. 525-551 ◽  
Author(s):  
Barry T. Hirsch
Keyword(s):  
Work Experience ◽  
Wage Gap ◽  
Job Skills ◽  
Full Time ◽  
Wage Penalty ◽  
Worker Heterogeneity ◽  
Part Time ◽  
Gains And Losses ◽  
Occupational Skill

Part-time workers receive considerably lower hourly earnings than do full-time workers. Using Current Population Survey earnings files for September 1995 through December 2002, the author finds that measurable worker and job characteristics, including occupational skill requirements, account for much of the part-time penalty. Longitudinal analysis of the data indicates that much of the remaining gap reflects worker heterogeneity, evidenced by small wage gains and losses among workers switching between part-time and full-time jobs. The lower skills of part-time than full-time workers result primarily from limited work experience and accumulation of human capital. Little evidence can be found of a large wage gap between part-time and full-time women. A part-time wage penalty is found for men, but men account for less than one-third of total part-time employment.

The gender wage gap in the workplace: Does the age of the firm matter?

2019 ◽  
Vol 26 (2) ◽  
pp. 123-137 ◽  
Author(s):  
Ewa Cukrowska-Torzewska ◽  
Iga Magda
Keyword(s):  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
European Countries ◽  
Gender Pay Gap ◽  
Firm Level ◽  
Pay Gap ◽  
Central European ◽  
Eu Member States ◽  
Gender Wage Inequality

We contribute to the literature on firm-level determinants of gender wage inequality by studying the link between a firm’s age and the size of its gender pay gap. Using European Structure of Earnings data for eight European countries, we find that in all these countries, the gender wage gaps are smallest in the youngest firms. Our results also show that in Central European countries, the size of the gender pay gap clearly increases with the age of the company; whereas in the older EU member states such link is not as apparent. Levels of gender wage inequality appear to be highest in companies that were previously state owned but were privatized during the transition. We interpret our findings with the support of competition and monopsony theories.

Women and Entrepreneurship – Albanian Case

2016 ◽  
Vol 1 (1) ◽  
pp. 249
Author(s):  
Anna Xheka
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Secondary Data ◽  
Special Focus ◽  
Full Time ◽  
Men And Women ◽  
Women’S Entrepreneurship ◽  
Part Time ◽  
Women's Entrepreneurship ◽  
The Difference

Women’s entrepreneurship is a powerful source, regarding to the women’s economic independence and empowerment, as well as regarding employment generation, economic growth and innovation, development and the reduction of poverty as well as one of the terms of gender equality. This poster presents the situation of women's entrepreneurship in Europe in comparative terms, with special focus in Albania. The paper has a descriptive nature. Describes three different plans in comparative terms; the representation of men and women in entrepreneurship, the representation of women in entrepreneurship in different countries of Europe and of Europe as a whole, as well as compare to gender quota. Through the processing of secondary data from various reports and studies, this poster concludes that although that the gender equality goal is the equal participation of men and women in all sectors, including the entrepreneurship, in this sector, gender gap it is still deep. Another significant comparative aspect, it is the difference between full and part –time women entrepreneurship. While in full time entrepreneurship in a convince way, men are those that dominate, in part time entrepreneurship clearly it’s evident the opposite trend, women's representation is much higher. It’s very interesting the fact, that the women’s entrepreneurship in Albania, presented in a significant optimistic situation, ranking in the second place, after Greece in the European level

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.

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