scholarly journals Gender Wage Gap in West Germany: How Far Do Gender Differences in Human Capital Matter?

2000 ◽  
Author(s):  
Charlotte Lauer
Keyword(s):  
Gender Differences ◽  
Human Capital ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
West Germany

scholarly journals The Gender Wage Gap in Developed Countries

2017 ◽  
pp. 368-394 ◽  
Author(s):  
Astrid Kunze
Keyword(s):  
Gender Differences ◽  
Human Capital ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Developed Countries ◽  
Gender Pay Gap ◽  
Demand Side ◽  
Pay Gap ◽  
On Demand ◽  
Employment Rates

Despite the increased attachment of women to the labor force in nearly all developed countries, a stubborn gender pay gap remains. This chapter provides a review of the economics literature on the gender wage gap, with an emphasis on developed countries. We begin with an overview of the trends in the gender differences in wages and employment rates. We then review methods used to decompose the gender wage gap and the results from such decompositions. We discuss how trends and differences in the gender wage gap across countries can be understood in light of nonrandom selection and human capital differences. We then review the evidence on demand-side factors used to explain the existing gender wage gap and then discuss occupational segregation. The chapter concludes with suggestions for further research.

Gender and the Salaries of Coaches

1989 ◽  
Vol 6 (4) ◽  
pp. 348-361 ◽  
Author(s):  
Annelies Knoppers ◽  
Barbara Bedker Meyer ◽  
Martha Ewing ◽  
Linda Forrest
Keyword(s):  
Gender Differences ◽  
Human Capital ◽  
Gender Relations ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Structural Approach ◽  
Division I ◽  
First Year ◽  
Gender Ratio ◽  
The Third

This study examined salary differences between female and male Division I college coaches using three approaches. The human capital approach contends that salary differences are rooted in differences in qualifications. In contrast, a structural approach argues that gender differences in salary are associated with the gender ratio, the proportion of women to men in an occupation. The third approach, capitalist patriarchy, sees the gender wage gap as a function of the intersection of capitalism and patriarchy. We explored each of these approaches and found the greatest support for the latter. Coaches’ wages seemed to be determined for both women and men by both gender and type of sport. Additionally, gender ratio was positively related to the salaries for men only. We discuss the findings as well as their implications for the setting of first-year salaries and the ways in which salary differentiation can be an example of the manner in which gender relations are constructed in sport.

scholarly journals The Gender Wage Gap: Extent, Trends, and Explanations

2017 ◽  
Vol 55 (3) ◽  
pp. 789-865 ◽  
Author(s):  
Francine D. Blau ◽  
Lawrence M. Kahn
Keyword(s):  
Gender Differences ◽  
Human Capital ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Panel Study ◽  
Work Force ◽  
Wage Distribution ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Quantitative Evidence

Using Panel Study of Income Dynamics (PSID) microdata over the 1980–2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional explanations continue to have salience. Although human-capital factors are now relatively unimportant in the aggregate, women's work force interruptions and shorter hours remain significant in high-skilled occupations, possibly due to compensating differentials. Gender differences in occupations and industries, as well as differences in gender roles and the gender division of labor remain important, and research based on experimental evidence strongly suggests that discrimination cannot be discounted. Psychological attributes or noncognitive skills comprise one of the newer explanations for gender differences in outcomes. Our effort to assess the quantitative evidence on the importance of these factors suggests that they account for a small to moderate portion of the gender pay gap, considerably smaller than, say, occupation and industry effects, though they appear to modestly contribute to these differences. ( JEL I26, J16, J24, J31, J71)

scholarly journals Gender Differences in Job Search: Trading off COMMUTE AGAINST WAGE*

2020 ◽  
Vol 136 (1) ◽  
pp. 381-426 ◽  
Author(s):  
Thomas Le Barbanchon ◽  
Roland Rathelot ◽  
Alexandra Roulet
Keyword(s):  
Gender Differences ◽  
Gender Gap ◽  
Job Search ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Hourly Wage ◽  
Job Attributes ◽  
Joint Distributions ◽  
Application Data ◽  
Newly Hired

ABSTRACT We relate gender differences in willingness to commute to the gender wage gap. Using French administrative data on job search criteria, we first document that unemployed women have a lower reservation wage and a shorter maximum acceptable commute than their male counterparts. We identify indifference curves between wage and commute using the joint distributions of reservation job attributes and accepted job bundles. Indifference curves are steeper for women, who value commute around 20% more than men. Controlling in particular for the previous job, newly hired women are paid after unemployment 4% less per hour and have a 12% shorter commute than men. Through the lens of a job search model where commuting matters, we estimate that gender differences in commute valuation can account for a 0.5 log point hourly wage deficit for women, that is, 14% of the residualized gender wage gap. Finally, we use job application data to test the robustness of our results and to show that female workers do not receive less demand from far-away employers, confirming that most of the gender gap in commute is supply-side driven.

Does the Level of Occupational Aggregation Affect Estimates of the Gender Wage Gap?

ILR Review ◽  
1996 ◽  
Vol 49 (2) ◽  
pp. 317-329 ◽  
Author(s):  
Michael P. Kidd ◽  
Michael Shannon
Keyword(s):  
Gender Differences ◽  
Labour Market ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Market Activity ◽  
Occupational Differences ◽  
Measure Of Discrimination ◽  
Labour Market Activity ◽  
Related Characteristic ◽  
Activity Survey

The traditional decomposition of the gender wage gap distinguishes between a component attributable to gender differences in productivity-related characteristics and a residual component that is often taken as a measure of discrimination. This study of data from the 1989 Canadian Labour Market Activity Survey shows that when occupation is treated as a productivity-related characteristic, the proportion of the gender wage gap labeled explained increases with the number of occupational classifications distinguished. However, on the basis of evidence that occupational differences reflect the presence of barriers faced by women attempting to enter male-dominated occupations, the authors conclude that occupation should not be treated as a productivity-related characteristic; and in a decomposition of the gender wage gap that treats occupation as endogenously determined, they find that the level of occupational aggregation has little effect on the size of the “explained” component of the gap.

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