Elimination of gender wage gap in STEM as a key task of eradication of gender inequality in countries with digital economy

Many organizations in Europe offer work–life policies to enable men and women to combine work with family life. The authors argue that the availability of organizational work–life policies can also reduce gender inequality in wages. The authors test their expectations using the European Sustainable Workforce Survey, with data from 259 organizations and their employees in 9 European countries. Multilevel analyses show that organizations that offer work–life policies have a smaller gender wage gap. Their findings also suggest that both the type and number of policies matter. Contrary to their expectations, dependent care policies, such as parental leave and childcare support, are less important for the gender wage gap than flexibility policies. Controlling for organizational culture regarding family supportiveness does not alter the results.

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

Sociological Perspectives ◽

10.1177/0731121417726978 ◽

2017 ◽

Vol 60 (6) ◽

pp. 1082-1096 ◽

Cited By ~ 5

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.

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Is there less gender inequality in the service sector? The gender wage-gap in knowledge-intensive services

Social Science Information ◽

10.1177/0539018415586216 ◽

2015 ◽

Vol 54 (3) ◽

pp. 369-393 ◽

Cited By ~ 2

Author(s):

Diego Dueñas-Fernández ◽

Carlos Iglesias-Fernández ◽

Raquel Llorente-Heras

Keyword(s):

Information And Communication Technologies ◽

Gender Inequality ◽

Wage Inequality ◽

Service Sector ◽

Gender Wage Gap ◽

Wage Gap ◽

Communication Technologies ◽

Information And Communication ◽

Knowledge Intensive ◽

The One

The expansion of services and the dissemination of information and communication technologies (ICTs) are identified as important factors for improving employment opportunities for women, reducing labour differences by gender. The objective of the study is to determine to what extent services, and especially those most closely linked with knowledge and ICTs such as knowledge-intensive services (KIS), are changing some of the basics of labour gender differences. To do this, first we measure and characterize employment related to the service sector and KIS, comparing the existing gender wage-gap in these activities with the one observed in the overall economy. Then we carry out an analysis of decomposition over these gaps (in term of total distribution of wages and by quantiles). Our results indicate that, although KIS improve the wage situation of women, they are unable substantially to reduce gender wage inequality in the Spanish labour market, perhaps because the same gendered structures of the workplace are replicated in the KIS activities.

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Effects of decentralised bargaining on gender inequality: Italy

Panoeconomicus ◽

10.2298/pan1903325c ◽

2019 ◽

Vol 66 (3) ◽

pp. 325-346

Author(s):

Stefania Cardinaleschi ◽

Santis De ◽

Marina Schenkel

Keyword(s):

Labour Market ◽

Gender Inequality ◽

Gender Wage Gap ◽

Wage Gap ◽

Individual Characteristics ◽

Gender Disparities ◽

Decomposition Techniques ◽

Collective Agreements ◽

Different Types

This paper analyses the relation between bargaining regimes and the gender wage gap (GWG), identifying the contribution of individual characteristics. First, a description of the gender disparities in the Italian labour market is presented, using the evidence from the Linked Employer Employees Data from the Structure of Earnings Survey (SES). Then, with a particular focus on the different types of collective agreements, various decomposition techniques are employed in order to describe how gender inequality differs across bargaining regimes. Finally, some suggestions are advanced regarding the mix of policies that could reduce the gender wage gap in the labour market.

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