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Research papers on The gender pay gap

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  1. The Gender Wage Gap: Extent, Trends, and Explanations

    Francine D. Blau, Lawrence M. Kahn · 2017 · Journal of Economic Literature · 3,009 citations

    Using Panel Study of Income Dynamics (PSID) microdata over the 1980–2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional

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  2. Getting a Job: Is There a Motherhood Penalty?

    Shelley J. Correll, Stephen Benard, In Paik · 2007 · American Journal of Sociology · 2,511 citations

    Survey research finds that mothers suffer a substantial wage penalty, although the causal mechanism producing it remains elusive. The authors employed a laboratory experiment to evaluate the hypothesis that status-based discrimination plays an important role and an audit study of actual employers to assess its real-world implications. In both studies, participants evaluated application materials for a pair of same-gender equally qualified job candidates who differed on parental status. The laboratory experiment found that mothers were penalized on a host of measures, including perceived competence and recommended starting salary. Men were not penalized for, and sometimes benefited from, bein

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  3. Bias, Discrimination, and Obesity

    Rebecca M. Puhl, Kelly D. Brownell · 2001 · Obesity Research · 2,053 citations

    This article reviews information on discriminatory attitudes and behaviors against obese individuals, integrates this to show whether systematic discrimination occurs and why, and discusses needed work in the field. Clear and consistent stigmatization, and in some cases discrimination, can be documented in three important areas of living: employment, education, and health care. Among the findings are that 28% of teachers in one study said that becoming obese is the worst thing that can happen to a person; 24% of nurses said that they are "repulsed" by obese persons; and, controlling for income and grades, parents provide less college support for their overweight than for their thin children.

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  4. Dynamics of the Gender Gap for Young Professionals in the Financial and Corporate Sectors

    Marianne Bertrand, Claudia Goldin, Lawrence F. Katz · 2010 · American Economic Journal Applied Economics · 1,280 citations

    The careers of MBAs from a top US business school are studied to understand how career dynamics differ by gender. Although male and female MBAs have nearly identical earnings at the outset of their careers, their earnings soon diverge, with the male earnings advantage reaching almost 60 log points a decade after MBA completion. Three proximate factors account for the large and rising gender gap in earnings: differences in training prior to MBA graduation, differences in career interruptions, and differences in weekly hours. The greater career discontinuity and shorter work hours for female MBAs are largely associated with motherhood. (JEL J16, J22, J31, J44)

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  5. The Economics of Women, Men, and Work.

    Glenna Spitze, Francine D. Blau, Marianne A. Ferber · 1987 · Contemporary Sociology A Journal of Reviews · 989 citations

    Chapter 1 Introduction What Economics Is About Uses of Economic Theory The Scope of Economics Individuals, Families, and Households A Note on Terminology Outline of the Book Appendix: A Review of Supply and Demand in the Labor Market Chapter 2 Women and Men: Historical Perspectives The Source of Gender Differences: Nature versus Nurture-The Ongoing Debate Factors Influencing Women's Relative Status Women's Roles and Economic Development The U.S. Experience Chapter 3 The Family as an Economic Unit: Theoretical Perspectives The Simple Neoclassical Model: Specialization and Exchange Disadvantages of Specialization Advantages of Families Beyond Specialization Transaction Cost and Bargaining Appr

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  6. The U.S. Gender Pay Gap in the 1990S: Slowing Convergence

    Francine D. Blau, Lawrence M. Kahn · 2006 · Industrial and Labor Relations Review · 544 citations

    Using Michigan Panel Study of Income Dynamics (PSID) data, the authors study the slowdown in the convergence of female and male wages in the 1990s compared to the 1980s. They find that changes in human capital did not contribute to the slowdown, since women's relative human capital improved comparably in the two decades. Occupational upgrading and deunionization had a larger positive effect on women's relative wages in the 1980s than in the 1990s, explaining part of the slower 1990s convergence. However, the largest factor was a much faster reduction of the “unexplained” gender wage gap in the 1980s than in the 1990s. The evidence suggests that changes in labor force selectivity, changes in

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  7. Rising wage inequality and the U.S. gender gap

    Francine D. Blau, Lawrence M. Kahn · 1994 · American Economic Review · 165 citations

    The U.S. labor market has recently experienced two dramatic trends: a falling male-female pay gap and a rising level of labor-market inequality. After decades of near-constancy at about 60 percent, the ratio of women's to men's pay has risen steadily since the late 1970's. At the same time, there were substantial increases in overall wage inequality for both men and women (Lawrence F. Katz and Kevin M. Murphy, 1992; Blau and Kahn, 1993). Wage inequality rose both within and between education and experience groups, and this has been interpreted as reflecting primarily higher returns to both measured and unmeasured labor-market skills (Katz and Murphy, 1992; Chinhui Juhn et al., 1993). This pa

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  9. Influence of female managers on gender wage gap and returns to cognitive and non‐cognitive skills

    Jiří Balcar, Veronika Hedija · 2019 · Gender, Work & Organization · 17 citations

    There is a modest but growing empirical body of evidence on the influence of managers' gender on the wages of their male and female subordinates. Most of these studies, however, suffer from a very raw approximation of the managers' gender by the share of women in charge, and often lack many important gender‐specific personal characteristics, such as non‐cognitive skills and life–work preferences, which can lead to biased results. This article copes with the mentioned deficiencies by employing a very rich and representative dataset of 1948 employees from the Czech Republic. It reveals surprising results as it shows that the gender of the manager has an effect on the level of wages, but not on

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  10. Using Occupational Preference in Estimating Market Wage Discrimination: the Case of the Gender Pay Gap

    Eric J. Solberg · 1999 · American Journal of Economics and Sociology · 16 citations

    ABSTRACT Past occupational preference is used to estimate the gender pay gap. The use of predetermined variables in a reduced‐form wage equation avoids the bias caused by using variables that are correlated with the random error. Using a gender coefficient, the potential discriminatory gap is about 11.5 percent when past occupational preference is included. Decomposition yields an estimate of 10.5 percent when past occupational preference is included. In both cases, the discriminatory gap is close to that obtained when actual occupation is included. This suggests public policy directed toward reducing hiring discrimination by gender might be misdirected.

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  15. Family gap in pay and gender wage gap in Israel

    Shosh Shahrabani · 2007 · Hagar: Studies in Society and Culture

    Over the past decades, empirical evidence has suggested the existence of a significant “family gap" in hourly pay, that is, pay differentials between mothers and other women. There also appears to be a relationship between the gender gap and the family gap: countries in which having children has a large negative impact on women s pay tend to exhibit a larger gender gap in pay as well. This study examines the family gap in Israel, for both women and men, with the aim of shedding light on the relation between it and the gender wage gap. It further examines the family gap in different economic sectors, based upon CBS census data, and describes changes between 1983 and 1995. The findings reveal

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  17. THE GENDER PAY GAP IN CHINA: PERSPECTIVES ON DISCRIMINATION

    Çağatay TUNÇSİPER · 2023 · Journal of Empirical Economics and Social Sciences

    To take a look at the repute of the gender wage gap in China, the usage of records from China Income and (CHIP) 2018, this paper finds that the gender wage gap nonetheless exists, as men earning a common hourly wage of 5.65 Yuan and sizable annual profits of 17,637 Yuan greater than women. Men additionally work a common of third hours per week extra than women. Ols regression evaluation discovered that all men's common wage profits have been 24.4% greater than women's common hourly wage earnings. They learn about additionally confirmed that people who are insured, have an employment contract, or whose administrative center affords social advantages earn extensively greater hourly wages than

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