scholarly journals What lies behind the gender wage gap in Serbia?

2019 ◽  
Vol 64 (223) ◽  
pp. 137-169
Author(s):  
Aleksandra Anic ◽  
Gorana Krstic
Keyword(s):  
Labour Market ◽  
Wage Gap ◽  
Sample Selection ◽  
Gender Inequalities ◽  
Selection Effects ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Innovative Methodology ◽  
Depth Analysis ◽  
Key Indicators

Large gender inequalities have persisted in the Serbian labour market. One of the key indicators of labour market inequality is the gender pay gap. This paper examines the gender pay gap in Serbia based on data from the Survey of Income and Living Conditions. Our findings show that on average women earn far less than men, a gap that has increased slightly over time. The paper offers an in-depth analysis of this gender pay gap in Serbia by decomposing the gender pay gap into an explained part related to difference in characteristics and an unexplained part related to differences in returns attributable to these characteristics. In addition, it provides an estimate of selection effects on the gender pay gap using an innovative methodology that corrects for sample selection bias.

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.

LEGAL AND SOCIAL DETERMINANTS OF THE GENDER PAY GAP IN POLAND

2021 ◽  
Vol 568 (7) ◽  
pp. 12-20
Author(s):  
Małgorzata Mędrala
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Labour Market ◽  
Social Determinants ◽  
Social Factors ◽  
Wage Gap ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
The Social ◽  
Corporate Social

In the article, the Author attempts to identify the most important legal and social factors in Poland that may affect the gender pay gap. The Author analyzes appropriate Polish solutions in this area, especially in the field of wage antidiscrimination and wage transparency. Comparing applied foreign legislation solutions and corporate social responsibility solutions aimed at reducing the wage gap, the Author notices shortcomings in this respect in Polish legislation and proposes de lege ferenda solutions. She also draws attention to the social costs of employing women, which may contribute to their discrimination on the labour market.

scholarly journals Why has the British National Minimum Wage had Little or No Impact on Employment?

2008 ◽  
Vol 50 (3) ◽  
pp. 489-512 ◽  
Author(s):  
David Metcalf
Keyword(s):  
Labour Market ◽  
Minimum Wage ◽  
Relative Price ◽  
Gender Pay Gap ◽  
Credit System ◽  
Wage Setting ◽  
Pay Gap ◽  
The Real ◽  
Employment Effects ◽  
Consumer Services

A century has passed since the first call for a British national minimum wage (NMW). The NMW was finally introduced in 1999. It has raised the real and relative pay of low wage workers, narrowed the gender pay gap and now covers around 1-worker-in-10. The consequences for employment have been extensively analysed using information on individuals, areas and firms. There is little or no evidence of any employment effects. The reasons for this include: an impact on hours rather than workers; employer wage setting and labour market frictions; offsets via the tax credit system; incomplete compliance; improvements in productivity; an increase in the relative price of minimum wage-produced consumer services; and a reduction in the relative profits of firms employing low paid workers.

scholarly journals Are Women Really Paid More than Men in Kosovo? Unpicking the Evidence

2020 ◽  
Vol 15 (2) ◽  
pp. 83-95
Author(s):  
Ardiana Gashi ◽  
Nick Adnett
Keyword(s):  
Wage Gap ◽  
Labour Force ◽  
Participation Rate ◽  
Labour Force Participation ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Labour Force Participation Rate ◽  
Female Labour ◽  
Female Employees ◽  
Allocation Of Time

AbstractA recent survey found that the unadjusted average hourly net wage rate of female employees in Kosovo exceeded that of male employees. This reverse gender wage gap makes Kosovo a curiosity, though results from other countries suggest that there is an inverse relationship between the size of the gender pay gap in a country and its female labour force participation rate. In the analysis below we estimate earning functions for female and male employees in Kosovo. Using decomposition analyses we then examine the size of the explained and unexplained gender wage gaps. A novel feature of the investigation is that we incorporate into the analysis gender differences in the allocation of time. We find that the superior productivity-related characteristics of female employees in Kosovo hides the magnitude of the difficulties they still face in the labour market. Hence, we conclude that once we focus on workers with similar observed productivity-related characteristics, women in Kosovo are paid significantly less than men.

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.

Resolving Gender Pay Inequality? Rationales, Enforcement and Policy

2004 ◽  
Vol 33 (4) ◽  
pp. 553-571 ◽  
Author(s):  
JUDE BROWNE
Keyword(s):  
Corporate Governance ◽  
Social Policy ◽  
Labour Market ◽  
Gender Pay Gap ◽  
British Broadcasting Corporation ◽  
Employment Practices ◽  
Data Set ◽  
Pay Gap ◽  
British Labour

It is increasingly argued that models of Corporate Governance can be seen as an effective substitute for conventional state-centred social policy. This article examines the extent to which these contemporary business-led approaches are successful in remedying the gendered pay gap in the British labour market, using the latest Cabinet Office review on women's employment and pay in Britain: the Kingsmill Review, as its central example. The article outlines Kingsmill's recommendations and then analyses their efficacy by means of a ‘snap-shot’ case study of a large employing organisation which was identified as a ‘model employer’ by the Review and which has adopted many exemplary employment practices: the British Broadcasting Corporation (BBC). The article employs analysis of a major original new data set to establish both the successes and limitations of these recommendations in overcoming the gender pay gap within the BBC.

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.

scholarly journals So Far, so Similar? Labour Market Feminization in Italy and Chile

2020 ◽  
Author(s):  
Renata Semenza ◽  
Giorgio Boccardo ◽  
Simone Sarti
Keyword(s):  
Labour Market ◽  
Division Of Labour ◽  
Gender Segregation ◽  
Female Employment ◽  
Gender Inequalities ◽  
Pay Gap ◽  
Segregation Index ◽  
Initial Hypothesis ◽  
Institutional Contexts ◽  
And Gender

AbstractThe article aims to analyse gender segregation in the labour market while comparing two national contexts in Europe and Latin America. Specifically, it will consider the growth trends of female employment in the last 25 years (1992–2017), its distribution between activity sectors and occupations, and the gender pay gap. Feminization models and gender inequalities are framed within labour market segmentation theories, which are in partial contrast to human capital theories and neoclassical economics. The initial hypothesis is that the gender distribution of occupations measured by a segregation index is similar in Italy and Chile, despite significant differences in the socio-economic and institutional contexts. Through this intercontinental comparison, the article intends to shed light on women’s labour market conditions and segregation patterns, which are multidimensional and generalizable (transcontinental) phenomena, connected to the unequal division of labour in the new post-industrial order.

scholarly journals Australian industrial relations in 2020: COVID-19, crisis and opportunity

2021 ◽  
pp. 002218562110128
Author(s):  
Stephen Clibborn
Keyword(s):  
Labour Market ◽  
Minimum Wage ◽  
Industrial Relations ◽  
Annual Review ◽  
International Review ◽  
Gender Pay Gap ◽  
Australian Government ◽  
Pay Gap ◽  
Existing Problems ◽  
Missed Opportunity

This introduction to the Journal of Industrial Relations’ 2020 Annual Review of Industrial Relations provides an overview of the six Annual Review articles, an international review and two practitioner reviews. The COVID-19 pandemic presented a crisis for the labour market, intensifying serious existing issues such as stagnant wage growth, the gender pay gap and employer non-compliance with minimum wage laws. The pandemic also presented an opportunity for the Australian government to direct its economic stimulus measures in a targeted manner that addressed these existing problems concurrently with the immediate pandemic-related issues. However, 2020 will be marked by this missed opportunity.

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