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This paper analyses disparity in women’s pay across 25 European countries using EU-SILC 2005. First, the gender pay gap is examined. Next, the impact of parenthood is analysed. We show that women suffer a wage disadvantage compared with men all over Europe, except for Poland. Motherhood usually reinforces the gender gap but most discrimination is sex-related so that it concerns all women as potential mothers. There is no uniform relationship between the parenthood and the gender wage gap., RESUME :Cet article présente une analyse de la disparité salariale dans le salaire des femmes dans 25 pays européens sur base du EU-SILC 2005. Premièrement, l’écart salarial de genre est examiné. Ensuite, l’impact de la parenté est étudié. Il est montré que les femmes subissent un désavantage salarial comparé aux hommes partout en Europe à l’exception de la Pologne. La maternité renforce généralement l’écart salarial de genre même si la discrimination opère essentiellement selon le sexe concernant toutes les femmes en tant que mères actuelles ou potentielles. Il n’existe pas de relation uniforme entre l’effet salarial de la parenté et celui du sexe., Numéro spécial "Parentalité et emploi" décembre 2008, Editrice :Danièle Meulders, info:eu-repo/semantics/published

Substantial research has been devoted to the estimation and explanation of the gender wage gap. The effects of work status on wages have been studied somewhat less. This article draws on existing work to generate new estimates of the wage penalty associated with part-time employment in Belgium. Given the fact that women remain the primary caregivers, almost solely in charge of housework, part-time employment has often been presented as an ideal solution for those wanting to combine family and professional responsibilities. However, parttime employment has many flaws, not the least of which is the wage penalty it induces. On the basis of the 1995 Structure of Earnings Survey (SES), we estimate the wage gap between part-time and full-time work for a sample of women only. Based on our results, we advance explanations related to human capital and productivity differences, types of job and industry branches, personal characteristics of part-timers, etc. We also compare the results with earlier results for Belgium based on the European Community Household Panel (ECHP). The unexplained part of the part-time wage gap allows us to assess the degree to which labour markets discriminate against part-timers. The existence of such discrimination suggests that equal opportunities policies should focus not only on labour market conditions but also on a more equal sharing of domestic work between men and women., info:eu-repo/semantics/published

This paper uses worldwide firm-level data to scrutinize the governance factors that favor gender diversity in leadership positions. Our results reveal that the gender of the dominant shareholder is key. The chief executive of firms with a female dominant shareholder has a significantly higher probability of being a woman than in other firms. The effect is even more pronounced when the female shareholder holds a higher share of the capital and when the firm is foreign-owned. Our results suggest that “old boys’ club” ownership structures are a major impediment to the empowerment of female talent in developing countries., info:eu-repo/semantics/published

This research focuses on individuals who consider they have been victims of discrimination inFrance. The aim is to look at the feeling of discrimination young people may feel due to their“foreign origin” and to assess its links on career paths, seven years after leaving school in 1998.We used the method for clustering self-organising maps, supplemented by an econometricanalysis to distinguish eight major classes of career pathways. The aim is to see how the fact ofdeclaring having suffered discrimination may influence the professional situation of these youngadults. By looking at both the time it takes to get a stable job and the quality of entry into thelabour market, we were able to identify certain trends which differentiate the experiences ofyoung persons of foreign origin suffering discrimination from those of other youths: the formerneed more time to get a steady job, while the quality of their work is lower and they may alsosuffer from both these disadvantages. Qualitative interviews were conducted with young peopledeclaring discrimination in order to complement our statistical results. All the results show thatthe link between discrimination and career path is not so strong as one might think., RESUME:Cette étude porte sur des jeunes qui ont ressenti des discriminations en raison de leur origineétrangère en France. Nous avons mobilisé une enquête qui a suivi pendant sept ans l’évolution dela situation professionnelle des jeunes sortis du système éducatif en 1998. A partir de cetteenquête, nous avons construit une typologie (méthode de regroupement des cartes d’autoorganisation),complétée par une analyse économétrique. Nous cherchons à montrer en quoi lefait de se déclarer victime de discrimination peut avoir une influence sur la positionprofessionnelle de ces jeunes adultes. En étudiant conjointement la durée d’accès à l’emploistable et la qualité de l’insertion professionnelle, nous repérons certains liens qui différencientles trajectoires des jeunes d’origine étrangère victimes de discrimination de celles des autresjeunes :un retard dans l’accès à l’emploi stable, une moindre qualité de l’emploi ou encore uncumul des désavantages. Des entretiens qualitatifs menés auprès de certains jeunes se déclarantdiscriminés complètent ces résultats statistiques. Néanmoins, les résultats montrent que les liensentre les discriminations ressenties et les trajectoires ne sont pas aussi forts qu’on pourrait lepenser en première analyse., info:eu-repo/semantics/published

We examine differences in the intensity of employer priors against men and women with Arabic names in Sweden by testing how much more work experience is needed to eliminate the disadvantage of having an Arabic name on job applications. Employers are first sent CVs of equal merits in a field-experiment setup. Arabic-named CVs are thereafter enhanced with more relevant work experience than Swedishnamed CVs. Results indicate a reverse gender gap in employer priors as initial differences in call-backs disappear for female applicants when CVs for Arabic-named applications are enhanced, but remain strong and significant for male applicants. Thus, contrary to what is often assumed about the interaction of gender and ethnicity, we find that Arabic men face stronger discrimination in the labor market than Arabic women., info:eu-repo/semantics/published

The gender wage gap is in a sense the final and most synthetic indicator of all inequalities between male and female researchers that structure the labour market. Even though research generally concerns the most highly educated fragment of the workforce, of all countries observed in She Figures (EC 2009), there is none where female wages are equal to men’s, despite the almost universal existence of legislation to impose gender wage equality. This paper will use European Structure of Earnings data for 2006 for 23 European countries (BE, BG, CY, CZ, DE, EE, ES, FI, FR, EL, HU, IT, LT, LU, LV, NL, PL, PT, RO, SE, NO, SK, UK) to compute the gender pay gap within three occupational groups in private and public enterprise and for different age groups (14-19 years, 20-29 years, 30-39 years, 40-49 year, 50-59 years and 60+ years) and working hours (part-time versus full-time). The first group selected relates to decision-making occupations (ISCO 100 – Legislators, senior officials and managers). The second group refers to “Professional” occupations (ISCO 200) and the third to “Technical and Associate Professional” occupations (ISCO 300). To sum up, this analysis will test whether the gender pay gap is wider in those occupations that are most open to high-level female researchers, whether it is smaller in public enterprise and in full-time research jobs, and whether it widens as researchers’ age increases in which case it illustrates either the workings of a glass ceiling that women hit during their ascent in the occupational hierarchy or a generation effect., Special Issue "Beyond the leaky pipeline - Challenges for research on Gender on Science" Guest Editors :Maria Caprile, Danièle Meulders, Sile O'Dorchai and Nuria Vallès, info:eu-repo/semantics/published

The aim of this paper is to reveal the gender inequalities in income distribution for Turkey by using decomposition of Gini coefficient, a common income inequality measure. A new decomposition method, Dagum's approach for decomposition of the Gini coefficient is used in the study. In the analysis, the decomposition of the Gini coefficient by gender is applied to Turkish individuals twice. First Gini coefficient for total disposable income is decomposed to examine the gender disparities in individual income distribution. Here disposable income inequality is examined on the basis of female-male, illiterate-primary-secondary-tertiary education levels, urban-rural areas, agricultural-non-agricultural sectors. Second, Gini coefficient for wage-income is partitioned to its components to define wage gap between males and females. The wage-income inequality is also examined on the basis of gender, education levels, urban-rural areas, as well as public, private and state economic enterprises (SEE). The data used here are the incomes of Turkish individuals and come from 2005 Household Budget Survey conducted by Turkish Statistical Institute (TURKSTAT). The decomposition of Gini coefficient presented that the contribution of inequalities between genders is more influential in income distribution than in wage-income distribution and the portion of inequality between genders in other income factors to the total income inequality is more than it is in wage-income. Lastly, another class of decomposable income inequality measures, generalized entropy indexes are decomposed by gender and the differences between Gini decomposition and generalized entropy indexes are examined., Numéro Spécial "Analyse des revenus individuels et de la dépendance financière des femmes et des hommes" Editrices :Danièle Meulders et Sile O'Dorchai, info:eu-repo/semantics/published

This paper analyses disparity in women’s pay across 20 European countries using EU-SILC 2006. First, a selectivity-adjusted gender pay gap is computed and examined in each of the countries. Next, the impact of parenthood is analysed. We show that women suffer a wage disadvantage compared with men all over Europe. Motherhood usually reinforces the gender gap but discrimination is more sex- than maternity-related so that it concerns all women as (potential) mothers. Fatherhood has a positive impact on men’s wages. Finally, in most countries, the wage gap between mothers and fathers is even deeper than that between women and men., info:eu-repo/semantics/published

Since the 90s European discourse tends to present flexibility as the magic tool to raise employment, even if in a context of crisis, more flexible workers will be dismissed faster. The purpose of this paper is to assess the evolution of working time arrangements in Belgium as of 1992 from a gender perspective. It appears that new innovative forms of flexibility have not spread widely in Belgium but that the basic form of time flexibility, i.e. part time work, has developed (and continues to develop) rapidly amongst women workers. Part-time work is however one of the main causes of existing gender gaps on Belgium’s labour market., info:eu-repo/semantics/published

The main objective of this paper is to present new empirical elements to the debate on sources of wage differentials. We investigate issues specifically related to the role of employer’s characteristics in the wage setting process. Findings show that combined industry effects explain almost no share of the gender wage gap in Belgium. Our results also suggest that a substantial part of the gender wage gap is due to women’s segregation in less profitable firms. Finally, our results show that rent-sharing account for a large fraction of industry wage differentials. To gain an accurate perspective, theories on wages are described extensively, info:eu-repo/semantics/published

This paper studies labor market discriminations as an agency problem. It sets up a principal-agent model of a firm, where the manager is a taste discriminator and has to make unobservable hiring decisions that determine the shareholder’s profits because workers differ in skills. The paper shows that performance-based contracts may moderate the manager’s propensity to discriminate, but that they are unlikely to fully eliminate discrimination. Moreover, the model predicts that sectors with high skill leverages discriminate less. Finally, the impacts of unknown taste for discrimination, of a wage gap between groups, and of a diversity premium are investigated., info:eu-repo/semantics/published

This paper studies labour market discriminations as an agency problem. It sets up a principal-agent model of a firm, where the manager is a taste discriminator and has to make unobservable hiring decisions that determine the shareholder’s profits because workers differ in skills. The paper shows that performance-based contracts may moderate the manager’s propensity to discriminate, but that it is unlikely to fully eliminate discrimination., info:eu-repo/semantics/published

All over Europe, parental leaves are essentially taken by women which leads to perpetuate gender inequalities in the labour market. The economic literature illustrates the issues at stake and is presented in this article to contextualise the analysis of the Belgian parental leave system. The Belgian parental leave system has two strong features: it is individualised and it offers a relatively short leave. The system could be improved by the implementation of a wage-related payment. However, priority should be given to sufficient provision of quality childcare given that this policy does not entail any negative effects on women’s employment., info:eu-repo/semantics/published

This paper analyses disparity in women’s pay across 25 European countries using EU-SILC 2005. First, the gender pay gap is examined. Next, the impact of parenthood is analysed. We show that women suffer a wage disadvantage compared with men all over Europe, except for Poland. Motherhood usually reinforces the gender gap but most discrimination is sex-related so that it concerns all women as potential mothers. There is no uniform relationship between the parenthood and the gender wage gap., info:eu-repo/semantics/published

This paper offers a new representation of discrimination on the job market based on the most recent findings in the socio-psychological academic literature about human behaviour. Put it simply, it is assumed that the agents prefer working with people like themselves. This "affinity" principle is modelled through a distance between an individual (the candidate for a job) and the staff of the firm. Contrary to the classical view according to which discrimination results from asymmetric information, this new model provides a rationale for the presence of discriminative attitudes on the job market even when full information is available on the skill levels of all candidates for a working position., info:eu-repo/semantics/published

Using a rich and comparable micro-data set, we analyse international differences in gender pay gaps in the private sector for a sample of five European economies: Belgium, Denmark, Ireland, Italy and Spain. Using different methods, we examine how wage structure, differences in the distribution of measured characteristics, occupational segregation contribute to explain the pattern of international differences. Furthermore, we take into account indirect discrimination influencing female occupational distributions. We find significant impacts of those latter factors on gender differentials. However, the magnitude of their effects varies across countries., info:eu-repo/semantics/published

This paper seeks, by conducting a survey among businesses, to check the hypothesis that the firm's capacity to absorb external technologies and knowledges depends on their internal organization and on how they are organized with regards to their external environment (networks insertion). Our results bear out that absorptive capacity of external knowledge and skills are closely related with businesses organizational patterns. The achievement of a typology make possible to draw up various firm's patterns according to their R&D potential and the quality, degree and length of time of their commitments to their various partners., info:eu-repo/semantics/published

Using a rich and comparable matched employer-employee data set, we analyse international differences in gender pay gaps in the private sector for a sample of five European economies: Belgium, Denmark, Ireland, Italy and Spain. Using different methods, we examine how wage structure, differences in the distribution of measured characteristics and occupational segregation contribute to explain the pattern of international differences. Furthermore, we take account of the fact that indirect discrimination may influence female occupational distributions. We find these latter factors to have a significant impact on gender wage differentials. However, the magnitude of their effects varies across countries., info:eu-repo/semantics/published

Substantial research has been devoted to the estimation and explanation of the gender wage gap. The effects of work status on wages have been studied somewhat less. This article draws on existing work to generate new estimates of the wage penalty associated with part-time employment in Belgium. Given the fact that women remain the primary caregivers, almost solely in charge of housework, part-time employment has often been presented as an ideal solution for those wanting to combine family and professional responsibilities. However, parttime employment has many flaws, not the least of which is the wage penalty it induces. On the basis of the 1995 Structure of Earnings Survey (SES), we estimate the wage gap between part-time and full-time work for a sample of women only. Based on our results, we advance explanations related to human capital and productivity differences, types of job and industry branches, personal characteristics of part-timers, etc. We also compare the results with earlier results for Belgium based on the European Community Household Panel (ECHP). The unexplained part of the part-time wage gap allows us to assess the degree to which labour markets discriminate against part-timers. The existence of such discrimination suggests that equal opportunities policies should focus not only on labour market conditions but also on a more equal sharing of domestic work between men and women., info:eu-repo/semantics/published

This paper simultaneously analyses the gender wage gap and the inter-industry wage differentials in the Belgian private sector. On the basis of the 1995 Structure of Earning Survey, we estimate the inter-industry wage differentials by gender and the gender wage gap by industry. We find significant interindustry wage differentials for men and women, even when controlling for a large number of productivity-related factors. These differentials are highly correlated but significantly different. An Oaxaca (1973) and Blinder (1973) decomposition, realised at the Nace three-digit level, shows that around one-tenth of the overall gender wage gap (on average women earn 22% less than men) is due to industry effects., info:eu-repo/semantics/published