How Gender Differences in Competitiveness May Cause a Gender Wage Gap: Experimental Evidence

2014 ◽  
Author(s):  
Matthias Heinz ◽  
Hans-Theo Normann ◽  
Holger Andreas Rau
Keyword(s):  
Gender Differences ◽  
Experimental Evidence ◽  
Gender Wage Gap ◽  
Wage Gap

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.

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.

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.

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.

DESIRE AND DEVELOPMENT

2018 ◽  
Vol 23 (07) ◽  
pp. 2717-2747 ◽  
Author(s):  
Holger Strulik
Keyword(s):  
Gender Differences ◽  
Demographic Transition ◽  
Bargaining Power ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Female Empowerment ◽  
Modern Contraceptives ◽  
Distribution Of Power ◽  
The Impact

This paper explores the impact of gender differences in the desire for sex and the distribution of power in the household on the onset of the demographic transition and the take-off to growth. Depending on the price and efficacy of modern contraceptives, the gender wage gap, and female bargaining power, the economy assumes one of two possible equilibria. At the traditional equilibrium, contraceptives are not used, fertility is high and education and growth are low. At the modern equilibrium, contraceptives are used, fertility is low and further declining with increasing income, and education and growth are high. The theory motivates a “wanted fertility reversal”: At the traditional equilibrium, men prefer more children than women, whereas at the modern equilibrium, men prefer fewer children than women. Female empowerment causes households to provide more education for their children and leads to an earlier uptake of modern contraceptives and an earlier onset of the demographic transition and the take-off to modern growth.

scholarly journals The Gender Promotion Gap: Evidence from Central Banking

2020 ◽  
pp. 1-45
Author(s):  
Laura Hospido ◽  
Luc Laeven ◽  
Ana Lamo
Keyword(s):  
Gender Differences ◽  
Central Bank ◽  
European Central Bank ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Central Banking ◽  
Career Progression ◽  
European Central ◽  
Public Commitment ◽  
Using Data

We examine gender differences in career progression and promotions using personnel data from the European Central Bank (ECB) during the period 2003-2017. A gender wage gap emerges within a few years of hiring, despite broadly similar entry conditions. We also find a gender promotion gap prior to 2010 when the ECB issued a public commitment to diversity. Following this change, the promotion gap disappears. Using data on promotion applications, we find that there is a gender application bias, partly driven by preferences for competition. Following promotion, women perform better in terms of salary progression.

What Drives the Gender Wage Gap? Examining the Roles of Sorting, Productivity Differences, Bargaining and Discrimination

2020 ◽  
pp. 1-44
Author(s):  
Isabelle Sin ◽  
Steven Stillman ◽  
Richard Fabling
Keyword(s):  
Gender Differences ◽  
New Zealand ◽  
Time Variation ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Relative Contribution ◽  
Percentage Points ◽  
Taste Discrimination ◽  
Employee Data ◽  
Over Time

As in other OECD countries, women in New Zealand earn substantially less than men with similar observable characteristics. In this paper, we use fifteen years of linked employer-employee data to examine different explanations for this gender wage gap. We find an overall gender wage gap between 20 and 28 percent, of which gender differences in sorting across occupations explain 9, across industries 16 to 19, and across firms 5 to 9 percent, respectively. The remaining within-firm gender wage gap is still between 13 and 17 percent. Around 5 percentage points of this are explained by women being less willing to bargain or less successful at bargaining to capture firm-specific rents. Gender differences in productivity also explain at most 4.5 percentage points of this remaining gap. These results suggest that taste discrimination is also important for explaining why women are paid less than their relative contribution to firm output. Across-industry and over-time variation in the gender wage-productivity gap further support this conclusion.

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