Do higher skill levels lead to better outcomes? The disproportionality between skills and outcomes for women

2020 ◽  
Vol 12 (3-2020) ◽  
pp. 107-123
Author(s):  
Lisanne Heilmann ◽  
Iddo Gal ◽  
Anke Grotlüschen
Keyword(s):  
Large Scale ◽  
Basic Skills ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Skill Levels ◽  
Men And Women ◽  
Large Scale Assessment ◽  
Managerial Position ◽  
Managerial Positions ◽  
Using Data

This paper looks at men’s and women’s positions in the labour market and relates them to their basic skills. In a meritocratic society higher skills are supposed to relate to higher outcomes. We question whether this relation is equally true for men and women. Using data for 13 countries from the OECD Survey of Adult Skills (PIAAC), an international large-scale assessment, this paper examines monthly wages and a person’s probability to be in a managerial position. Our analyses show that, on average, men with higher skills get higher wages and have a higher probability to be in a managerial position than women with equally high skills. We show that the relation between skills and outcomes is more proportional for men than for women and that the gender pay gap does apply to women and men with similar skills. In addition, the results highlight a gap in managerial positions between men and women with the same basic skills.

The Gender Pay Gap, Fringe Benefits, and Occupational Crowding

ILR Review ◽  
1995 ◽  
Vol 48 (4) ◽  
pp. 692-708 ◽  
Author(s):  
Eric Solberg ◽  
Teresa Laughlin
Keyword(s):  
Longitudinal Survey ◽  
Fringe Benefits ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Men And Women ◽  
Earnings Gap ◽  
Aggregate Sample ◽  
Primary Determinant ◽  
Using Data ◽  
Gender Specific

Using data from the 1991 National Longitudinal Survey of Youth, the authors estimate earnings equations for each of seven occupational categories and the aggregate sample. When fringe benefits are excluded from the compensation measure, a gender coefficient is statistically significant (that is, women are found to have received significantly lower compensation than men) within six of the seven occupational categories, the exception being the most female-dominated category. When an index of compensation that includes fringe benefits is used, however, a gender coefficient is significant in only one category, which contains relatively heterogeneous jobs. Gender-specific regressions are used to estimate what part of the earnings gap between men and women is due to differences in traits. The results indicate that occupational assignment is the primary determinant of the pay gap, a result that is consistent with a “crowding” explanation of that gap.

scholarly journals Robots and the Gender Pay Gap in Europe

2020 ◽  
Author(s):  
Cevat Giray Aksoy ◽  
Berkay Ozcan ◽  
Julia Philipp
Keyword(s):  
Large Scale ◽  
Manufacturing Sector ◽  
Industrial Robots ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Percent Increase ◽  
Using Data ◽  
The Impact ◽  
High Skill ◽  
Rule Out

Could robotization make the gender pay gap worse? We provide the first large-scale evidence on the impact of industrial robots on the gender pay gap using data from 20 European countries. We show that robot adoption increases both male and female earnings but also increases the gender pay gap. Using an instrumental variable strategy, we find that a ten percent increase in robotization leads to a 1.8 percent increase in the gender pay gap. These results are mainly driven by countries with high levels of gender inequality and outsourcing destination countries. We then explore the mechanisms behind this effect and find that our results can be explained by the fact that men at medium- and high-skill occupations disproportionately benefit from robotization (through a productivity effect). We rule out the possibility that our results are driven by mechanical changes in the gender composition of the workforce nor by inflows or outflows from the manufacturing sector.

scholarly journals Gender pay gap in salary bands among employees in the formal sector of South Africa

2018 ◽  
Vol 16 ◽  
Author(s):  
Adeboye M. Adelekan ◽  
Mark H.R. Bussin
Keyword(s):  
Top Management ◽  
Gender Pay Gap ◽  
Formal Sector ◽  
Pay Gap ◽  
Men And Women ◽  
Representation Of Women ◽  
Similar Work ◽  
The Status ◽  
Managerial Implications ◽  
Value Add

Orientation: The gender pay gap is a worldwide challenge that has persisted despite political will and interventions. Comparably qualified women performing similar work as men continue to earn less. There are conflicting views in the literature regarding the status of the gender pay gap.Research purpose: The purpose of the study was to determine status of the gender pay gap among employees in the same salary band and to establish whether men and women receive similar pay for similar work in the study population.Motivation for study: The status of the gender pay gap would establish the progress made towards closing the gap and guide necessary adjustments to interventions.Research approach/design and method: A quantitative analysis was conducted on the pay information of 217 902 employees collected in a survey from over 700 companies, across 10 job families and 6 industries.Main findings: Men’s pay was consistently higher than that of women in all salary bands except at the 75th and 95th percentile in sub-bands B-lower and B-upper and 25th percentile in sub-band E-upper. The gender pay gap ranged from 8% in band A to 27.1% in sub-band F-upper. The gaps observed in the salary bands were statistically significant (p < 0.0001) except in sub-band E-upper, F-lower and F-upper, indicating convergence towards similar pay for similar work at senior to top management levels. Women were under-represented in all salary bands with the lowest presence in band F, especially sub-band F-upper. Gender, race, job family and industry have a significant effect on income earned in the study sample.Practical/managerial implications: Government’s efforts seemed to have produced minimal results as women are represented in all job families, industries and salary bands. The pay of men and women in senior and top management levels was similar. However, more still needs to be done to achieve the 50% target representation of women in senior management and close the gap at all levels.Contribution/value-add: The number of women at management levels is still very low when compared to their male counterparts. However, the gender pay gap in senior to top management positions are converging towards similar pay for work of similar value.

scholarly journals EQUALITY OF OPPORTUNITY BETWEEN MEN AND WOMEN ON THE LABOUR MARKET – THE GENDER PAY GAP WITHIN THE EU MEMBER STATES

2013 ◽  
Author(s):  
Oana Ancuţa Stângaciu
Keyword(s):  
Social Life ◽  
Statistical Data ◽  
Equality Of Opportunity ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Member States ◽  
Men And Women ◽  
Eu Member States ◽  
Indirect Discrimination ◽  
The Eu

The actions taken for the promotion of the equality of opportunity between men and women and for eliminating the direct or the indirect discrimination apply to the field of employment as well as to the field of education, health, culture, information and the participation in the decision making process. Starting from one of the objectives of the Strategy for the equality of opportunity, being aware of the real situation of women participation compared to men participation to the economical and social life, this analysis offers a perspective on the equality of opportunity between men and women in the field of employment, seen based on the statistical data. Thus, in order to quantify this phenomenon using methods specific to the statistical analysis, we used the gender pay gap indicator pertaining to the EU member states per total economy, as well as per economical activities, and the research results show that on the EU level there are still significant gender pay gaps.

scholarly journals Feasibility of Measuring Sedentary Time Using Data From a Thigh-Worn Accelerometer

2020 ◽  
Vol 189 (9) ◽  
pp. 963-971 ◽  
Author(s):  
Mark Hamer ◽  
Emmanuel Stamatakis ◽  
Sebastien Chastin ◽  
Natalie Pearson ◽  
Matt Brown ◽  
...  
Keyword(s):  
United Kingdom ◽  
Sedentary Behavior ◽  
Large Scale ◽  
Sitting Time ◽  
Viewing Time ◽  
Men And Women ◽  
Self Reports ◽  
British Cohort Study ◽  
Male Sex ◽  
Using Data

Abstract In large-scale cohort studies, sedentary behavior has been routinely measured using self-reports or devices that apply a count-based threshold. We employed a gold standard postural allocation technique using thigh inclination and acceleration to capture free-living sedentary behavior. Participants aged 46.8 (standard deviation (SD), 0.7) years (n = 5,346) from the 1970 British Cohort Study (United Kingdom) were fitted with a waterproofed thigh-mounted accelerometer device (activPAL3 micro; PAL Technologies Ltd., Glasgow, United Kingdom) worn continuously over 7 days; data were collected in 2016–2018. Usable data were retrieved from 83.0% of the devices fitted, with 79.6% of the sample recording at least 6 full days of wear (at least 10 waking hours). Total daily sitting time (average times were 9.5 (SD, 2.0) hours/day for men and 9.0 (SD, 2.0) hours/day for women) accounted for 59.4% and 57.3% of waking hours in men and women, respectively; 73.8% of sample participants recorded ≥8 hours/day of sitting. Sitting in prolonged bouts of 60 continuous minutes or more accounted for 25.3% and 24.4% of total daily sitting in men and women, respectively. In mutually adjusted models, male sex, underweight, obesity, education, poor self-rated health, television-viewing time, and having a sedentary occupation were associated with higher device-measured sitting times. Thigh-worn accelerometry was feasibly deployed and should be considered for larger-scale national surveys.

scholarly journals Differences in income distributions for men and women in the European Union countries

Equilibrium ◽  
2019 ◽  
Vol 14 (1) ◽  
pp. 81-98
Author(s):  
Joanna Landmesser
Keyword(s):  
European Union ◽  
Empirical Studies ◽  
Value Added ◽  
Gender Pay Gap ◽  
The European Union ◽  
Pay Gap ◽  
Men And Women ◽  
Income Distributions ◽  
Income Inequalities ◽  
Decomposition Procedure

Research background: Recently there has been an increase in interest in the studies of income inequalities. The findings of numerous empirical studies show that males earn higher wages than females. A variety of techniques of income inequalities decomposition are becoming popular. New procedures go far beyond the Oaxaca-Blinder decomposition. They allow to study differences of income distributions for various groups of people and to decompose them at various quantile points. Purpose of the article: The aim of the paper is to compare personal income distributions in selected countries of the European Union, taking into account gender differences. Methods: First, we examined the income inequalities between men and women in each country using the Oaxaca-Blinder decomposition procedure. The unexplained part of the gender pay gap gave us information about the wage discrimination. Second, we extended the decomposition procedure to different quantile points along the whole income distribution. To describe differences between the incomes of men and women, we constructed the so-called counterfactual distribution, which is a mixture of a conditional distribution of the dependent variable (income) and a distribution of the explanatory variables (individual people’s characteristics). Then, we utilized the residual imputation approach (JMP-approach). Findings & Value added: In the article data from EU-SILC (Statistics on Income and Living Conditions) were used. We found that there exists an important diversity in the size of the gender pay gap across members of the European Union. The results obtained for these countries allowed us to group them into clusters. In general, there are two types of countries in Europe: the countries, where the bulk of the observed income differences cannot be explained by observed characteristics, and the countries, where the explained and the unexplained effects are both positive, with even a bigger explained effect for the lower income ranges.

scholarly journals Women's Approaches to Negotiation: The Role of Negotiation in the Gender Pay Gap

2020 ◽  
Author(s):  
Delaney Arth
Keyword(s):  
Wage Structure ◽  
Workplace Culture ◽  
Gender Pay Gap ◽  
Equal Pay ◽  
Pay Gap ◽  
Men And Women ◽  
Compensation Packages ◽  
Equal Pay Act ◽  
Depth Interviews

The gender pay gap has a long and well-documented history. The Equal Pay Act of 1963 was passed in an attempt to combat this gap in wages between men and women, but as of 2019 women still on average earn less than 80% of what their male counterparts do. Countless factors contribute to this discrepancy, from gender norms to workplace culture to wage structure and so much more. Though there is a significant literature discussing the gender pay gap, the majority of it focuses on external barriers to equality, including but not limited to institutional inequality, social norms, and workplace discrimination. Fewer scholars have addressed the internalized barriers to equality in the workplace that women face—such as how gendered norms and expectations may affect workplace behaviors such as negotiating compensation packages. My project employs qualitative content coding and individual breakdown of semi-structured, in-depth interviews to investigate if, how, and why women’s approaches to negotiation may contribute to pay inequity in professional positions. My findings confirm a discrepancy in rates of negotiation between male and female respondents. They also suggest that divergences in the circumstances surrounding negotiations as well as in approaches to negotiation exist between men and women, and among workers with various levels of seniority. Finally, my findings in combination with existing literature suggest a link between negotiation and the gender pay gap.

scholarly journals Equity, Equality and Diversity in the Nordic Countries—Final Thoughts and Looking Ahead

2020 ◽  
pp. 397-412
Author(s):  
Tove Stjern Frønes ◽  
Andreas Pettersen ◽  
Jelena Radišić ◽  
Nils Buchholtz
Keyword(s):  
World War Ii ◽  
Large Scale ◽  
Scientific Work ◽  
Nordic Countries ◽  
Qualitative Description ◽  
Individual Country ◽  
Large Scale Assessment ◽  
Political Policy ◽  
Using Data ◽  
Further Development

AbstractIn the process of preparing this volume, especially in our review of previous scientific work on the Nordic model of education, it appeared that different researchers approached the topic primarily in the form of historical–political policy analyses (Telhaug, Mediås, & Aasen, 2006) and through the qualitative description of individual country portraits or the differences between these (e.g., Antikainen, 2006; Blossing, Imsen, & Moos, 2014; Lundahl, 2016). In these previous analyses, the question was raised whether a common Nordic model of education can be identified at all and to what extent neoliberal policies and broader globalisation trends affect the further development of education systems in the Nordic countries. The latter has especially been discussed in light of the increased competition between these systems emerging currently, here running against the common thread that was adopted shortly after World War II. In contrast to the works mentioned above, this book explicitly chose a quantitative empirical approach to the topic, linked with the attempt to indicate, measure and evaluate educational equity across the Nordic countries using data from large-scale assessment studies. Thus, the approach of this book was more data driven and descriptive than oriented on the political question of whether a common model exists.

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.

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