scholarly journals The persistence of pay inequality: The gender pay gap in an anonymous online labor market

PLoS ONE ◽  
2020 ◽  
Vol 15 (2) ◽  
pp. e0229383
Author(s):  
Leib Litman ◽  
Jonathan Robinson ◽  
Zohn Rosen ◽  
Cheskie Rosenzweig ◽  
Joshua Waxman ◽  
...  
Keyword(s):  
Labor Market ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Pay Inequality ◽  
Online Labor

scholarly journals The persistence of pay inequality: The gender pay gap in an anonymous online labor market

2019 ◽  
Author(s):  
Leib Litman ◽  
Jonathan Robinson ◽  
Zohn Rosen ◽  
Cheskie Rosenzweig ◽  
Josh Waxman ◽  
...  
Keyword(s):  
Labor Market ◽  
Labor Markets ◽  
Wage Gap ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Men And Women ◽  
Work Arrangements ◽  
Online Labor Markets ◽  
Experience Education ◽  
Online Labor

Studies of the gender pay gap are seldom able to simultaneously account for the range of alternative putative mechanisms underlying it. Using CloudResearch, an online microtask platform connecting employers to workers who perform research-related tasks, we examine whether gender pay discrepancies are still evident in a labor market characterized by anonymity, relatively homogeneous work, and flexibility. For 22,271 Mechanical Turk workers who participated in nearly 5 million tasks we analyze hourly wages by gender, controlling for key covariates which have been shown previously to lead to differential pay for men and women. On average, women’s hourly earnings were 10.5% lower than men’s. Several factors contributed to the gender wage gap, including the tendency for women to select tasks that have lower advertised hourly pay. This study provides evidence that gender pay gaps can arise despite the absence of overt discrimination, labor segregation, and inflexible work arrangements, even after experience, education, and other human capital factors are controlled for. Findings highlight the need to examine other possible causes of the gender pay gap. Potential strategies for reducing the pay gap on online labor markets are also discussed.

scholarly journals Gender pay gap in Vietnam: a propensity score matching analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nguyen Hoang Oanh ◽  
Nguyen Hong Ngoc
Keyword(s):  
Propensity Score ◽  
Propensity Score Matching ◽  
Gender Discrimination ◽  
Wage Gap ◽  
Sample Selection ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Content Type ◽  
Pay Inequality ◽  
Unobservable Factors

PurposeThis paper investigates the extent, the determinants and the change in the gender pay gap in Vietnam in the period 2010–2016 in order to provide suggestions for policy adjustment to narrow gender pay inequality more effectively.Design/methodology/approachThis study employs the propensity score matching (PSM) method to examine inequality in pay between female and male earners sharing identical characteristics. The analysis is conducted for both the full sample and various characteristic-based subsamples. This procedure is conducted for 2010 and 2016 separately to discover the change in gap and inequality during this period.FindingsThe matching results based on the data sets taken from the Vietnam Household Living Standards Survey (VHLSS) 2010 and 2016 affirm that gender income inequality in Vietnam, though persisted, decreased significantly in 2016 compared to 2010, and was insignificant in many subsamples in 2016. In addition to the observable determinants including educational level, occupation, economic sector and industry, unobservable factors are proved to also play an important role in creating the gender pay gap in Vietnam.Practical implicationsThe research findings suggest that policies aimed at mitigating gender pay inequality should take into account both observable characteristics and unobservable factors such as unobservable gender differences that affect wages and gender discrimination in pay.Originality/valueThis is the first study using a matching technique to investigate gender wage gap in Vietnam. With up-to-date data, longer research period and the superiority of the method used in dealing with sample selection bias, the results obtained are more robust, more detailed and reliable.

scholarly journals Can Gender Ideologies Account for Regional Variation of the Gender Pay Gap in Germany?

2020 ◽  
Author(s):  
Maik Hamjediers
Keyword(s):  
Labor Market ◽  
Regional Variation ◽  
Gender Disparities ◽  
Full Time ◽  
Gender Pay Gap ◽  
Gender Ideologies ◽  
Pay Gap ◽  
Market Experience ◽  
Level Statistics ◽  
And Gender

Research often invokes gender disparities in wage-determining characteristics to explain gender pay gaps. However, the to extent to which these gender disparities and gender pay gaps vary across contexts has received less attention. Therefore, I analyze how regional gender ideologies predict gender pay gaps in two ways: As directly affecting gender pay gaps and as indirectly predicting gender pay gaps through intermediate gender disparities in wage-determinants. The analyses are based on German survey data (SOEP 2014-2018) supplemented with regional-level statistics. First, I leverage regional differences in predictors of gender ideologies to estimate region-specific gender ideologies. Mapping these gender ideologies across Germany reveals substantial regional variation, which exceeds the known difference between East and Western Germany. Second, multi-level models provide region-specific gender disparities in wage-determinants and gender pay gaps. They show that in regions where traditional gender ideologies are wide-spread, women have less labor market experience and are less likely to work full-time or in supervising positions. Traditional gender ideologies thereby indirectly contribute to a higher gender pay gap by inducing gender disparities in labor market outcomes.Even after accounting for such disparities in wage-determinants, a considerable gender pay gap persists in regions with relatively more traditional gender ideologies. This points to a direct effect of gender ideologies on adjusted gender pay gaps which might base on gender ideologies inducing women’s pay discrimination or gender-divergent wage expectations and negotiations.

The Effect of the External Labor Market on the Gender Pay Gap among Executives

ILR Review ◽  
2016 ◽  
Vol 70 (1) ◽  
pp. 132-159 ◽  
Author(s):  
Cristina Quintana-García ◽  
Marta M. Elvira
Keyword(s):  
Labor Market ◽  
Empirical Studies ◽  
The United States ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Representation Of Women ◽  
Top Executives ◽  
Technology Firms ◽  
Variable Pay ◽  
High Technology Firms

To date, few empirical studies have explored potential differences in the effects of external labor market hiring on the compensation of male and female managers. Using longitudinal data from a sample of public high-technology firms on individual top executives’ total compensation in the United States, and the separate components of base and variable pay, the authors study the effects of being an external hire for men and women. The results suggest that women who are external labor market hires are disadvantaged, in both base and variable compensation, compared with internal placements. The analyses also provide some evidence that having greater representation of women in top positions reduces the disadvantaging effects for women of being an external hire.

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