scholarly journals Exploring Gender Wage Gap in Urban Labor Market of Bangladesh

2018 ◽  
Vol 10 (1) ◽  
pp. 36
Author(s):  
Muhammad Shahadat Hossain Siddiquee ◽  
Md Amzad Hossain
Keyword(s):  
Labor Market ◽  
Women Workers ◽  
Labor Force ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Quantile Regressions ◽  
Men And Women ◽  
Urban Workers ◽  
Urban Labor Market

Using the Labor Force Survey 2010 dataset this paper examines gender wage gap in a large sample of urban workers in Bangladesh and explore whether gender wage gap varies across the wage distribution. Mincerian OLS regression and its Blinder-Oaxaca decomposition results reveal that the estimated wage gap between men and women workers is 21.2%. Adjusting women’s endowments levels to those of men increases women’s wage by 12.1% and a gap of 8.0% remains unexplained. The decomposition results based on the unconditional quantile regressions demonstrate that the estimated total gender wage gap is higher at lower end of the wage distribution compared to the higher end.

Gender wage gap decomposition methods: Comparative analysis

2021 ◽  
Vol 62 ◽  
pp. 5-31
Author(s):  
Sergey Roshchin ◽  
◽  
Natalya Yemelina ◽  
Keyword(s):  
Comparative Analysis ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Decomposition Methods ◽  
Influence Functions ◽  
Quantile Regressions ◽  
Men And Women ◽  
Distribution Parameters ◽  
Monitoring Survey ◽  
The Mean

This study introduces a comparative analysis of the gender wage gap decomposition methods with the Russian Longitudinal Monitoring Survey (RLMS) data for 2018. To decompose the differences in average wages, approaches based on the Oaxaca–Blinder decomposition are used. Apart from the mean wages, the study focuses on other distribution statistics. Using the quantile regressions, the wage gap between men and women is decomposed for the distribution parameters such as median, lower and upper deciles. The decomposition estimates of conditional and unconditional (based on recentered influence functions) quantile regressions are compared.

scholarly journals ANALYSIS OF GENDER WAGE DIFFERENTIAL IN CHINA’S URBAN LABOR MARKET

2017 ◽  
Vol 62 (02) ◽  
pp. 423-445 ◽  
Author(s):  
ALMAS HESHMATI ◽  
BIWEI SU
Keyword(s):  
Labor Market ◽  
Wage Differential ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Women's Labor ◽  
Step Procedure ◽  
Female Wage ◽  
Urban Labor ◽  
Women's Labor Force Participation ◽  
Urban Labor Market

This paper estimates the gender wage gap and its composition in China’s urban labor market. The traditional Blinder–Oaxaca (1973) decomposition method with different weighing systems is employed. To correct for potential selection bias caused by women’s labor force participation, we employ the Heckman’s two-step procedure to estimate the female wage function. A large proportion of the gender wage gap is unexplained by differences of productive characteristics of individuals. Even though women have higher level of education attainments on average, they receive lower wages than men. Both facts suggest a potential discrimination against women in China.

scholarly journals Returns to Workplace Training for Male and Female Employees and Implications for the Gender Wage gap: A Quantile Regression Analysis

2021 ◽  
Vol 8 (1) ◽  
pp. 21-45
Author(s):  
Rossella Icardi
Keyword(s):  
Quantile Regression ◽  
Cognitive Skills ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Positive Association ◽  
Wage Distribution ◽  
Workplace Training ◽  
Wage Differences ◽  
Men And Women ◽  
Quantile Regression Analysis

Context: Existing studies have explored the association between workplace training and wages suggesting that training participation may have a positive association with wages. However, we still know very little about whether this association varies between men and women. Through its potential positive association with wages, training may balance wage differences between men and women. In addition, the gender wage gap varies across the wage distribution. Differences in the association between training participation and wages for men and women across the earnings spectrum may offer an explanation as to why the discrepancy in female/male earnings is larger at some point of the wage distribution compared to others. Approach: Using data from the Programme for International Assessment of Adult Competencies (PIAAC) and unconditional quantile regression, this paper examines whether the association between workplace training and wages differs between men and women at different points of the wage distribution across 14 European countries. To partly control for endogeneity in training participation, detailed measures of cognitive skills have been included in the models. Findings: Findings show gender differences in the association between training and wages across the wage distribution. In most countries, results indicate larger training coefficients for women than men at the lower end of the wage spectrum whereas they are larger for men at the top. This pattern holds across most countries with the only exception of Liberal ones, where women benefit less than men across the entire wage spectrum.Conclusions: The findings of this work reveal that distributional variations in returns to workplace training follow a similar pattern across industrialized countries, despite their different institutional settings. Moreover, differences in training coefficients of men and women at different parts of the wage distribution suggest that training could reduce gender wage differences among low earners and potentially widen the gap in wages among individuals at the top of the wage distribution. 

scholarly journals Investigating the gender wage gap in Vietnam by quantile regression: Sticky floor or glass ceiling

2018 ◽  
Vol 25 (S01) ◽  
pp. 04-23
Author(s):  
Anh Trần Thị Tuấn
Keyword(s):  
Labor Market ◽  
Quantile Regression ◽  
Glass Ceiling ◽  
Rural Areas ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Floor Effect ◽  
State Sector ◽  
Sticky Floor

Inequality between men and women in the labor market is one of the issues that is of great interest in labor economics. The sticky floor effect occurs when the gender wage gap widens at the lower tail of the wage distribution. The glass ceiling effect in wage exists if the gender wage gap at the top of the wage distribution is wider than other positions. This study uses the dataset of VHLSS2014 and adopts quantile regression to investigate the existence of glass ceiling and sticky floor in the Vietnam’s labor market. The overall results obtained of the entire sample show that there is sticky floor effect but no glass ceiling in the Vietnam’s labor market. However, the results are different when it comes to each labor group. In terms of urban and rural areas, the sticky floor exists, but the glass ceiling does not in both areas. In terms of state and private sectors, while the glass ceiling exists in state sector, the stick floor is only present in the private sector.

scholarly journals Gender Pay Gap Among Urban-Urban Migrant Workers: Pakistan's Two-Tier Urban Labor Market

2020 ◽  
Vol 20 (2) ◽  
pp. 79-96
Author(s):  
Muhammad Umair ◽  
Lubna Naz
Keyword(s):  
Labor Market ◽  
Migrant Workers ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Labour Force ◽  
Gender Inequalities ◽  
Pay Gap ◽  
Urban Migrant ◽  
Urban Labor ◽  
Urban Labor Market

Urban-urban migration has socio-economic and demographic consequences on the labor markets. It affects job mobility and gender-balance in the urban workplace. This study analyzes the gender wage gap among urban-urban migrant workers in Pakistan. The study used the most recent Labour Force Survey, a nationally representative dataset, to identify the determinants of wages for male and female migrant workers separately. The wages of urban-urban female migrants tend to be 45% lower than their male counterparts. The results indicated disparities in working hours and human capital endowment as some of the contributing factors to the increasing gender wage gap. This research calls for implementing drastic measures, i.e., gender-insensitive capacity building of urban migrant workers, workplace incentives for women, and enhancement of women leadership roles, to reduce gender inequalities in the urban labor market.  

scholarly journals Gender wage gap across the distribution: What is the role of within- and between-firm effects?

2021 ◽  
Vol 12 (1) ◽  
Author(s):  
Ezgi Kaya
Keyword(s):  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Ceiling Effect ◽  
Wage Distribution ◽  
Distributional Analysis ◽  
Men And Women ◽  
Employee Data

Abstract This paper studies the role of within- and between-firm effects on the gender wage gap (GWG). Using linked employer–employee data for Turkey for 2006 and 2014, we show that the wage gap among comparable men and women is much wider within establishments than between establishments. Our distributional analysis shows a more pronounced gap among highly paid workers, consistent with the presence of a glass-ceiling effect. This effect, however, is more apparent within establishments than between establishments, and it is the former that drives the economy-wide glass ceiling that women face. We also find that between 2006 and 2014, the GWG in Turkey widened at all points in the wage distribution, and that this widening was more pronounced within establishments than between establishments.

scholarly journals IDENTIFYING THE WAGE GAP BETWEEN MEN AND WOMEN. THE CASE OF GREECE

2017 ◽  
Vol 16 (2 (2017)) ◽  
pp. 139-159
Author(s):  
Miltiadis Staboulis
Keyword(s):  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
National Level ◽  
Decomposition Analysis ◽  
Quantile Regressions ◽  
Negative Contribution ◽  
Pay Gap ◽  
Men And Women ◽  
Of Greece

Gender wage gap is an European and International socioeconomic phenomenon with a negative contribution to the efforts of social cohesion, integrity and creation of a solidarity economy. In national level, efforts for the identification and elimination of the gender pay gap have already started since 1970. Although, the phenomenon of the pay gap was been moderated, it still remains at levels above the European average. The analysis and confrontation of the multifactorial phenomenon requires a holistic approach. Women can actively contribute to employment and economic and social development through the improvement and enhancement of their skills and their general qualifications. However, their skills are often underestimated in respect to their payment and their hierarchy in the labour market. This paper studies the case of Greece by estimating the factors that generate the gender wage gap and the glass ceiling phenomenon through the analysis of micro data from 2010 Earnings Survey provided by the Hellenic Statistical Authority (ELSTAT). We estimate pooled quantile regressions as well as quantile regressions, and we carry out a decomposition analysis by applying the Oaxaca-Blinder decomposition technique. The results reveal that the wage gap is mainly formed due to the discrimination of gender (men and women with the same characteristics receive different wages – female wages are significantly lower). Moreover, we approach the glass ceiling phenomenon which is mainly caused due to personal characteristics of individuals.

The gender wage gap in the public and private sectors: The Spanish experience

2020 ◽  
pp. 135050682097902
Author(s):  
Patricia Moreno-Mencía ◽  
Ana Fernández-Sainz ◽  
Juan M. Rodríguez-Poo
Keyword(s):  
Gender Wage Gap ◽  
Wage Gap ◽  
Sample Selection ◽  
Wage Structure ◽  
Least Square ◽  
Wage Distribution ◽  
Public And Private ◽  
Men And Women ◽  
Ordinary Least Square ◽  
Private And Public

Using microdata from the Wage Structure Survey, we analyse the gender wage gap in the private and public sectors, considering the whole wage distribution. The main contribution is to assume that the decision to work in a sector is a prior process determined endogenously in the model. Thus, the usual Ordinary Least Square estimation is inconsistent, and it is necessary to use alternative techniques. We use quantile regression techniques to calculate how much of the gap is due to differences in returns between men and women and sectors, taking into account the sample selection bias. We find that the size of the gap attributed to different returns varies substantially across the wage distribution. Public sector employees are paid higher wages, on average, than their counterparts in the private sector, and the gap is wider for women. Moreover, the proportion of the gender wage gap explained (by different characteristics) tends to be greater for workers who are at the bottom of the wage distribution in both sectors. A look at the whole wage distribution reveals that discrimination in the gender wage gap is typically higher at its top than at its bottom, suggesting that glass ceilings are more prevalent than sticky floors for both men and women.

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