scholarly journals Changes in Workplace Heterogeneity and How They Widen the Gender Wage Gap

2019 ◽  
Vol 11 (2) ◽  
pp. 74-113 ◽  
Author(s):  
Benjamin Bruns
Keyword(s):  
Collective Bargaining ◽  
Gender Gap ◽  
Wage Gap ◽  
West Germany ◽  
High Wage ◽  
Wage Setting ◽  
Union Coverage ◽  
Two Factors ◽  
Employee Data

Using linked employer-employee data for West Germany, I investigate the role of growing wage differentials between firms in the slowdown of gender wage convergence since the 1990s. The results show that two factors are at play: first, high-wage firms experience higher wage growth and employ disproportionately more men, and second, male firm premiums grow faster than female premiums in the same firms. These developments were catalyzed by a decline of union coverage, coupled with more firm-specific wage setting in collective bargaining agreements. Taken together, these conditions prevented the gender gap from narrowing by approximately 15 percent between the 1990s and 2000s. (JEL J16, J51, J31, J71)

The Evolution of the Role of Women in Labor Markets in Developed Economies

2019 ◽  
pp. 1-20
Author(s):  
Elisabeth T. Pereira ◽  
Stefano Salaris
Keyword(s):  
Labor Markets ◽  
Gender Gap ◽  
Wage Gap ◽  
Participation Rate ◽  
Developed Countries ◽  
Gender Inequalities ◽  
Developed Economies ◽  
Role Of Women ◽  
And Gender

The role of women in labor markets has been characterized by great changes in the last century, with gender inequalities decreasing in most developed countries. The stereotypes related to women in labor markets have been hard to break within social norms and cultures. Many efforts have been made in recent decades by governments and national and international institutions to decrease and promote women's empowerment and gender equality in labor markets. This chapter has as its main purposes to provide an overview of the evolution of the role of women in labor markets in developed countries and to investigate this evolution based on a set of variables: gender participation rates, education, employment, the gender gap in management, wages and the gender wage gap, and public policies and laws. However, despite the positive evolution of the participation rate of women in labor markets that has been observed in recent decades, gender inequalities still persist.

Tipping the Scales for Labour in Ireland? Collective Bargaining and the Industrial Relations (Amendment) Act 2015

2019 ◽  
Author(s):  
Caroline Murphy ◽  
Thomas Turner
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Union Density ◽  
Anglo Saxon ◽  
Social Partnership ◽  
Non Union ◽  
Two Factors ◽  
Missed Opportunity

Abstract Trade union density in Ireland has followed a similar pattern of decline to that of other Anglo-Saxon economies in recent decades. However, two factors make Ireland distinctive within this classification of countries, firstly the system of national social partnership that prevailed from 1987 to 2008, and secondly, the absence of a statutory route to union recognition. In this paper, we examine the extent to which a new piece of legislation, the Industrial Relations Amendment Act 2015, provides unions with a route to securing bargaining rights for workers and extends collective bargaining rights generally. We conclude that the Act represents a missed opportunity to offer mechanisms to secure rights for unions and their members capable of delivering collective bargaining to the non-union sector. We situate the paper within debates concerning the role of labour law in supporting workers rights to collective bargaining.

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.

Assortative Matching or Exclusionary Hiring? The Impact of Employment and Pay Policies on Racial Wage Differences in Brazil

2021 ◽  
Vol 111 (10) ◽  
pp. 3418-3457
Author(s):  
François Gerard ◽  
Lorenzo Lagos ◽  
Edson Severnini ◽  
David Card
Keyword(s):  
Wage Gap ◽  
Assortative Matching ◽  
Counterfactual Analysis ◽  
High Wage ◽  
Wage Setting ◽  
Wage Differences ◽  
Racial Wage Gap ◽  
Pay Differences ◽  
The Impact ◽  
College Educated

We measure the effects of firm policies on racial pay differences in Brazil. Non-Whites are less likely to be hired by high-wage firms, explaining about 20 percent of the racial wage gap for both genders. Firm-specific pay premiums for non-Whites are also compressed relative to Whites, contributing another 5 percent for that gap. A counterfactual analysis reveals that about two-thirds of the underrepresentation of non-Whites at higher-wage firms is explained by race-neutral skill-based sorting. Non-skill-based sorting and differential wage setting are largest for college-educated workers, suggesting that the allocative costs of discriminatory hiring and pay policies may be relatively large in Brazil. (JEL J15, J24, J31, J41, J46, J71, O15)

scholarly journals An incomplete breakthrough

2018 ◽  
Vol 9 (1) ◽  
pp. 73-96
Author(s):  
Qiuyin Hu
Keyword(s):  
Collective Bargaining ◽  
Minimum Wage ◽  
German Law ◽  
Wage Setting ◽  
Member States ◽  
Minimum Wage Legislation ◽  
Wage Floor ◽  
The Eu

This article reflects on how appropriately the German Minimum Wage Act— the latest national minimum wage legislation within the EU— has been constructed so as to remedy the fading role of collective bargaining in wage setting and curb the increasing in-work poverty across the country. Based on identifying four fundamental parts of a minimum wage regime, it examines successively the corresponding provisions in the German law, with frequent comparisons with the legislation of several other Member States. It is found that Germany has refrained from learning the positive legislative experiences of its EU counterparts, and has developed a minimum wage regime that is distinct in more than one aspect. Such a wage floor, however, loses efficiency and momentum before serving the original purposes of its own introduction.

The Role of Segregation and Pay Structure on the Gender Wage Gap: Evidence from Matched Employer-Employee Data for Spain

2006 ◽  
Vol 5 (1) ◽  
Author(s):  
Catalina Amuedo-Dorantes ◽  
Sara De la Rica
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Structure ◽  
Gender Segregation ◽  
Full Time ◽  
Salaried Workers ◽  
Gender Wage Differentials ◽  
New Evidence ◽  
Employee Data

AbstractThis paper presents new evidence on the role of gender segregation and pay structure in explaining gender wage differentials of full-time salaried workers in Spain. Data from the 1995 and 2002 Wage Structure Surveys reveal that raw gender wage gaps decreased from 0.24 to 0.14 over the seven-year period. Average differences in the base wage and wage complements decreased from 0.09 to 0.05 and from 0.59 to 0.40, respectively. However, the gender wage gap is still large after accounting for workers’ human capital, job and pay structure characteristics, and female segregation into low-paying industries, occupations, establishments, and occupations within establishments.

scholarly journals Gender wage gap across the distribution: What is the role of within- and between-firm effects?

2021 ◽  
Vol 12 (1) ◽  
Author(s):  
Ezgi Kaya
Keyword(s):  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Ceiling Effect ◽  
Wage Distribution ◽  
Distributional Analysis ◽  
Men And Women ◽  
Employee Data

Abstract This paper studies the role of within- and between-firm effects on the gender wage gap (GWG). Using linked employer–employee data for Turkey for 2006 and 2014, we show that the wage gap among comparable men and women is much wider within establishments than between establishments. Our distributional analysis shows a more pronounced gap among highly paid workers, consistent with the presence of a glass-ceiling effect. This effect, however, is more apparent within establishments than between establishments, and it is the former that drives the economy-wide glass ceiling that women face. We also find that between 2006 and 2014, the GWG in Turkey widened at all points in the wage distribution, and that this widening was more pronounced within establishments than between establishments.

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