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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 · 3,136 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. Gender Differences in Pay

    Francine D. Blau, Lawrence M. Kahn · 2000 · The Journal of Economic Perspectives · 1,468 citations

    We consider the gender pay gap in the United States.Both gender-specific factors, including gender differences in qualifications and discrimination, and overall wage structure, the rewards for skills and employment in particular sectors, importantly influence the gender pay gap.Declining gender differentials in the U.S., and the more rapid closing of the gender pay gap in the U.S. than elsewhere, appear to be primarily due to gender-specific factors.However, the relatively large gender pay gap in the U.S. compared to a number of other advanced countries seems primarily attributable to the very high level of U.S. wage inequality.

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  4. Within-Job Wage Discrimination and the Gender Wage Gap: The Case of Norway

    T. Petersen, Vermund Snartland, Lars-Erik Becken, et al. · 1997 · European Sociological Review · 66 citations

    It has been established for the USA that men and women working in the same occupation for the same employer receive more or less the same pay. So-called within-job wage discrimination is hence not a driving force for the gender wage gap. Below we report the first comparative arid the second comprehensive empirical study of wage differences between men and women in the same specific occupation within the same establishment for a European economy: Norway. We report three striking findings. The first is that wage differences are relatively small when one compares men and women who work in the same occupation and establishment: women on average earn 2-6 per cent less per hour than men. The secon

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  5. Occupational gender wage discrimination in Turkey

    Orhan Deniz Kara · 2006 · Journal of Economic Studies · 66 citations

    Purpose The purpose of this paper is to investigate gender based wage differences by schooling and occupations and to estimate the occupational gender wage discrimination in Turkey where strenuous attempts are underway to modernize and negotiate its culturally (Islamic)‐based gender differences. Design/methodology/approach This study employs an extension of Blinder and Oaxaca's approach to measure the effect of wage discrimination. In order to correct a possible sample selection problem, Heckman's two step procedure is used to estimate the earning equations for males and females by using Turkish Household Expenditure and Income Survey. Findings Among the paper's central findings is that gend

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  6. Gender wage transparency and the gender pay gap: A survey

    Morten Bennedsen, Birthe Larsen, Jiayi Wei · 2023 · Journal of Economic Surveys · 62 citations

    Abstract We survey the literature on the effects of increased transparency of gender segregated wages on the pay gap between men and women in comparable jobs. Pay transparency is promoted by countries and supra‐national institutions and we categorize reforms according to their content and coverage. A growing number of papers have used variations of difference‐in‐difference estimation methods to analyze the impact of reforms on the gender pay gap (GPG), and from these we extract four main findings: First, reform‐based studies find that pay transparency reforms reduce the GPG in all countries but one, which finds no effect. Second, in Canada, Denmark and the UK, the reduction in the GPG from t

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  7. Gender Wage Gap

    Joyce Jacobsen · 2016 · The Wiley Blackwell Encyclopedia of Gender and Sexuality Studies · 21 citations

    Among full‐time workers, the gender wage gap is around 15 percent on average across a range of countries. Explanations for the gender wage gap fall into three categories: differences in human capital; differences in working conditions; and discrimination in pay, employment, and promotion. While pay discrimination can happen, discrimination can also occur in many subtle ways, leading to glass ceilings and crowding into particular occupations.

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  8. 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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  9. 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 · 15 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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  13. Monopsonistic Discrimination and the Gender Wage Gap

    Erling Barth · 2018 · The New Palgrave Dictionary of Economics · 7 citations

    Monopsonistic discrimination refers to a situation in which employers differentiate pay between groups of workers who exhibit different elasticities of labour supply. The concept of dynamic monopsony has revived the idea of monopsonistic discrimination in the labour market. As there are frictions in the job-to-job mobility of workers, firms may exercise market power even in labour markets with thousands of employers. If there are more frictions in the labour market for women than for men, a gender wage gap may arise as employers exploit this difference and segment their pay policy towards each gender.

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  14. Gender pay gaps in the young adult labor force: prejudice-based discrimination or misreading of the observed-to-offered wage relationship?

    Radha Jagannathan, Michael J. Camasso, Jocelyn LaFleur · 2024 · Oxford Economic Papers · 3 citations

    Abstract We examine the plausibility of using prejudice-based discrimination to explain the wage differences among young men and women in eleven European countries. Utilizing a sample of over 20,000 individuals and estimating a series of country-specific regression models that adjust for ability and selection bias, we find evidence that leads to a good possibility of prejudice-based discrimination in Greece, Italy, Spain, Czechia, Hungary, and the UK. In the UK, this possibility of discrimination is mitigated to an extent by gender differences in credentials. In Austria, Germany, Denmark, and Switzerland, we find no evidence for prejudice-based discrimination. Oaxaca decompositions reveal th

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  16. Monopsonistic Discrimination and the Gender Wage Gap

    Erling Barth · 2015 · The New Palgrave Dictionary of Economics

    Monopsonistic discrimination refers to a situation in which employers differentiate pay between groups of workers who exhibit different elasticities of labour supply. The concept of dynamic monopsony has revived the idea of monopsonistic discrimination in the labour market. As there are frictions in the job-to-job mobility of workers, firms may exercise market power even in labour markets with thousands of employers. If there are more frictions in the labour market for women than for men, a gender wage gap may arise as employers exploit this difference and segment their pay policy towards each gender.

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  17. 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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  19. 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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