scholarly journals The Gender Pay Gap and Gender Inequalities in the Labour Market. A Revision of Theoretical Approaches and Empirical Contributions

2017 ◽  
Vol 4 ◽  
pp. 87
Author(s):  
Núria Sánchez-Mira
Keyword(s):  
Labour Market ◽  
Gender Inequalities ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Theoretical Approaches ◽  
And Gender

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 ANALYSIS OF THEORETICAL APPROACHES TO GENDER PAY GAP

2006 ◽  
Vol 7 (2) ◽  
pp. 85-91 ◽  
Author(s):  
Virginija Grybaitė
Keyword(s):  
Labour Market ◽  
Labour Force ◽  
Gender Pay Gap ◽  
Large Share ◽  
Equal Pay ◽  
Pay Gap ◽  
Theoretical Approaches ◽  
Equal Work ◽  
Gender Specific ◽  
Labour Market Discrimination

The number of women in the world labour force is growing. Nevertheless, in spite of women's large share in the labour force, many gender inequities in the labour market, such as gender specific jobs, pay inequities are observed. Women and men do not receive equal pay for equal work. Wage discrimination is reality. Women on average have lower incomes, lower wages and less advantageous terms of employment than men. The purpose of this article is to review main theoretical approaches to the basic economic question about the gender pay gap: why do, women, on average earn less than men. Attention has been focused on basic theoretical approaches: human capital model, labour market discrimination and theory of occupational segregation. The paper is based on empirical data from Lithuania and other European Union countries.

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.

Development and Gender-Linked Economic Inequality in the Era of Globalization

2018 ◽  
Vol 4 (3) ◽  
pp. 304-324
Author(s):  
Moshe Semyonov
Keyword(s):  
Labor Force ◽  
Labor Force Participation ◽  
Occupational Segregation ◽  
High Status ◽  
Gender Pay Gap ◽  
Women's Labor ◽  
Market Outcomes ◽  
Pay Gap ◽  
And Gender ◽  
Women's Labor Force Participation

This paper focuses on the relations between development and gender disparities in labor market outcomes in the era of globalization. Within a cross-national comparative framework, the article examines the relations between development and globalization and three aspects of gender-linked disparities (women's labor force participation, gender occupational differentiation, and gender pay gap) at two time points: 1990 and 2015. The data reveal patterns in the relationship between development, globalization, and each dimension of gender inequality. First, development but not globalization tends to increase women's labor force participation. Second, development is likely to reduce gender occupational segregation. But the effect is indirect; it is transmitted via the increased number of economically active women. Third, less gender occupational segregation does not necessarily mean greater occupational equality; high female labor force participation is likely to reduce women's likelihood of employment in high-status professional and managerial occupations. Fourth, gender occupational inequality appears to be one of the sources of a country's gender pay gap; the pay disparity between men and women tends to be greater in countries where gender occupational inequality is high. A model that summarizes the complex relations among development, globalization, and the various dimensions of gender-linked economic activity and inequality is proposed and discussed.

Employment Rights and Duties, Statutory Office Holders, and Volunteers

2021 ◽  
pp. 57-80
Author(s):  
Elizabeth George ◽  
Karen Jackson
Keyword(s):  
Police Officers ◽  
Occupational Pension ◽  
Gender Pay Gap ◽  
Equal Pay ◽  
Pay Gap ◽  
Pension Schemes ◽  
And Gender ◽  
Employment Rights

This chapter examines Part 5 of the Equality Act 2010, which prohibits discrimination, harassment, and victimization in employment and analogous situations. It contains provisions regarding those who are not strictly employees but who are also protected from discrimination in the course of performing their duties such as police officers, partners, barristers and advocates, and other office holders. Part 5 also contains the Occupational Pension Schemes provisions. Meanwhile, Chapter 3 of Part 5 contains the provisions relating to equal pay, pregnancy and maternity pay, restrictions on pay discussions, and gender pay gap information. The Act consolidates and replaces the previous anti-discrimination legislation which is largely replicated in the Act, with some notable amendments. These amendments are intended to unify the level of protection across all of the protected characteristics and to resolve any anomalies, for example around disability-related discrimination.

5. Equal Pay

2020 ◽  
pp. 163-176
Author(s):  
Astra Emir
Keyword(s):  
Burden Of Proof ◽  
Sex Discrimination ◽  
Gender Pay Gap ◽  
Equal Pay ◽  
Pay Gap ◽  
Time Limits ◽  
Sex Equality ◽  
Equal Work ◽  
And Gender ◽  
Material Factor

This chapter considers those provisions of the Equality Act 2010 that deal with equal pay. These include equality of terms and the sex equality clause (s 66); equal work (s 65), ie like work, work rated as equivalent and work of equal value; the defence of material factor (s 69); sex discrimination in relation to contractual pay (s 71); the maternity equality clause (s 73); discussions about pay (s 77); and gender pay gap reporting (s 78). Also covered are rules on jurisdiction (s 127); burden of proof (s 136); time limits (s 129); remedies (s 132); death of a claimant; and backdating awards.

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 Can Gender Ideologies Account for Regional Variation of the Gender Pay Gap in Germany?

2020 ◽  
Author(s):  
Maik Hamjediers
Keyword(s):  
Labor Market ◽  
Regional Variation ◽  
Gender Disparities ◽  
Full Time ◽  
Gender Pay Gap ◽  
Gender Ideologies ◽  
Pay Gap ◽  
Market Experience ◽  
Level Statistics ◽  
And Gender

Research often invokes gender disparities in wage-determining characteristics to explain gender pay gaps. However, the to extent to which these gender disparities and gender pay gaps vary across contexts has received less attention. Therefore, I analyze how regional gender ideologies predict gender pay gaps in two ways: As directly affecting gender pay gaps and as indirectly predicting gender pay gaps through intermediate gender disparities in wage-determinants. The analyses are based on German survey data (SOEP 2014-2018) supplemented with regional-level statistics. First, I leverage regional differences in predictors of gender ideologies to estimate region-specific gender ideologies. Mapping these gender ideologies across Germany reveals substantial regional variation, which exceeds the known difference between East and Western Germany. Second, multi-level models provide region-specific gender disparities in wage-determinants and gender pay gaps. They show that in regions where traditional gender ideologies are wide-spread, women have less labor market experience and are less likely to work full-time or in supervising positions. Traditional gender ideologies thereby indirectly contribute to a higher gender pay gap by inducing gender disparities in labor market outcomes.Even after accounting for such disparities in wage-determinants, a considerable gender pay gap persists in regions with relatively more traditional gender ideologies. This points to a direct effect of gender ideologies on adjusted gender pay gaps which might base on gender ideologies inducing women’s pay discrimination or gender-divergent wage expectations and negotiations.

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