scholarly journals Effects of decentralised bargaining on gender inequality: Italy

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.

scholarly journals Trade, skill premium and the gender wage gap: Evidence from manufacturing industries

2021 ◽  
Author(s):  
Kore Marc Antoine Guei
Keyword(s):  
Labour Market ◽  
Trade Liberalization ◽  
Monopolistic Competition ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Skill Premium ◽  
Moderate Increase ◽  
Skill Levels ◽  
Unskilled Labour ◽  
The Impact

Abstract The paper assesses the impact of trade liberalization on the labour market by focusing on skill wage premium. The paper tests these effects by developing a monopolistic competition model with two factors of production characterized by their skill levels (skilled and unskilled labour). The paper finds that tariff’s level reductions cause a moderate increase in the wage gap. Thus, our analysis shows that a 10% decrease in tariffs is accompanied by a 16.1 % increase in the skill premium. Also, the same level of tariffs’ cut will on average increase the gender wage gap by 26.8%. The study implies that trade liberalization tends to benefit more workers in the skilled labour market compared to workers in the unskilled labour market.

scholarly journals Male–Female Wage Gap and Informal Employment in Bangladesh: A Quantile Regression Approach

2019 ◽  
Vol 20 (1) ◽  
pp. 106-123 ◽  
Author(s):  
Mustafizur Rahman ◽  
Md. Al-Hasan
Keyword(s):  
Labour Market ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Labour Force ◽  
Wage Distribution ◽  
Informal Employment ◽  
Wage Penalty ◽  
Conditional Quantile ◽  
Female Wage ◽  
Quantile Estimates

This article undertakes an examination of Bangladesh’s latest available Quarterly Labour Force Survey 2015–2016 data to draw in-depth insights on gender wage gap and wage discrimination in Bangladesh labour market. The mean wage decomposition shows that on average a woman in Bangladesh earns 12.2 per cent lower wage than a man, and about half of the wage gap can be explained by labour market discrimination against women. Quantile counterfactual decomposition shows that women are subject to higher wage penalty at the lower deciles of the wage distribution with the wage gap varying between 8.3 per cent and 19.4 per cent at different deciles. We have found that at lower deciles, a significant part of the gender wage gap is on account of the relatively larger presence of informal employment. Conditional quantile estimates further reveal that formally employed female workers earn higher wage than their male counterparts at the first decile but suffer from wage penalty at the top deciles. JEL: C21, J31, J46, J70

scholarly journals Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

2018 ◽  
Vol 46 (2) ◽  
pp. 111-148 ◽  
Author(s):  
Tanja Van der Lippe ◽  
Leonie Van Breeschoten ◽  
Margriet Van Hek
Keyword(s):  
Gender Inequality ◽  
Family Life ◽  
Gender Wage Gap ◽  
Parental Leave ◽  
Wage Gap ◽  
Work Life ◽  
Multilevel Analyses ◽  
Men And Women ◽  
Dependent Care ◽  
Organizational Work

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.

Enhancing gender equality through transitional labour markets

2001 ◽  
Vol 7 (2) ◽  
pp. 227-243 ◽  
Author(s):  
Günther Schmid
Keyword(s):  
Child Care ◽  
Labour Market ◽  
Gender Equality ◽  
Gender Inequality ◽  
Full Employment ◽  
Unpaid Work ◽  
Labour Markets ◽  
Different Types ◽  
Training Child ◽  
Paid And Unpaid Work

This article develops the concept of ‘transitional labour markets': legitimised and collectively insured sets of mobility options between paid and unpaid work. Such mobility options could constitute a basis for both a new gender contract and a new concept of full-employment, the latter being based on the flexible target of 30 hours a week, from which employees would constantly deviate over their life course to allow for periods of training, child-care, higher-income phases etc. Of five different types of transitional labour market, this article focuses on the transition between paid and unpaid work and between work and retirement. Greater flexibility in the mobility between various labour market statuses, it is argued, would make a major contribution to overcoming gender inequality.

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

2017 ◽  
Vol 60 (6) ◽  
pp. 1082-1096 ◽  
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.

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

2015 ◽  
Vol 54 (3) ◽  
pp. 369-393 ◽  
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.

scholarly journals The Effect of Housework on Wages: A Study of Migrants and Native-Born Individuals in Germany

2020 ◽  
Author(s):  
Tanja Fendel
Keyword(s):  
Labour Market ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Full Time ◽  
Migrant Women ◽  
Work Experiences ◽  
Market Participation ◽  
Negative Effects ◽  
Labour Market Participation ◽  
Female Labour Market Participation

AbstractTo increase labour market participation among migrants, an increase in female labour market participation is important, with wages being a significant incentive. In research on the gender wage gap, the consideration of housework has been a milestone. Gender differences in housework time have always been much greater among migrants than among native-born individuals. Based on data obtained from the German Socio-Economic Panel from 1995 to 2017, this study questioned whether housework affects the wages of migrant full-time workers differently than those of their native-born counterparts. To consider the possible endogeneity of housework in the wage equation, the analysis estimated, in addition to an OLS model, a hybrid model to estimate within effects. Significant negative effects of housework on wages resulted for migrant women and native-born individuals. The effects for migrant men were significantly smaller or insignificant, which could not be explained by threshold effects. The greater amount of time spent on housework by migrant women than by native-born women will in general lead to a larger wage decrease due to housework for migrant women than for native-born women. The results further showed that the observed variables explained very little of the migrants’ gender wage gap, in contrast to the gap of native-born individuals. Human capital returns, including education and work experiences, were much lower for migrant women than for native-born women, whereas differences in housework equally contributed to the explained share of the gap for both groups, indicating the greater relevance of housework for migrants’ wage gap.

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