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Previous research shows that female workers are less sensitive to wages in their decision to switch jobs than male workers, and that this could explain a substantial part of the gender wage gap. This paper studies to what extent gender differences in preferences and personality traits explain the gender gap in the wage-elasticity of job-to-job transitions in the labor market. Using a novel decomposition approach in the context of mediated moderation and using German Socio-Economic Panel Survey (G-SOEP) data for the period 2005–2019, we find that gender differences in risk preferences, patience, trust, reciprocity, altruism, conscientiousness, ambition and self-esteem explain about 25% of the gender gap in wage-elasticities of job separations. A detailed decomposition suggests that risk preferences, trust and ambition contribute most to this gender gap in wage-elasticity. [ABSTRACT FROM AUTHOR]

Objective Background Method Results Conclusion To examine the effect of the male partner's entry into payroll tax‐exempt earnings on the female partner's labor market outcomes.Employees only pay payroll taxes up to a specific limit, which results in a comparatively greater increase in the take‐home pay of individuals who earn labor incomes above this threshold. We argue that returns from payroll‐exempt labor are gendered: That is, because men are more likely high earners than women, they will more often benefit from the payroll tax ceiling. This increases the labor market returns of men and sets substantial incentives within couples to reduce the paid labor of the secondary earner.We use panel data from the United States (PSID) to examine changes in women's annual work hours, hourly wages, and earnings over the partner's entry into payroll tax‐exempt labor (treatment) using fixed‐effect models with individual slopes. The models enable us to assess women's labor market outcomes while adjusting for heterogeneous within‐couple earnings differential slopes before treatment in addition to any time‐constant heterogeneity. Our sample contains 7297 women providing 65,811 observations.Women's earnings on average diminished by 4% after the partner breaks through the payroll tax contribution threshold. This was mostly explained by changes in annual work hours, which on average decreased by 4%. We did not find reduced hourly wages in the short run.We conclude that payroll exemptions for high earners reinforce gender inequality within upper‐income couples, which is a link hitherto missed in the literature. [ABSTRACT FROM AUTHOR]

Based on the migration-specific National Sample Surveys, this paper finds that the migration flow to Hyderabad has not only increased during the last two decades but also brought changes in the nature and pattern of migration to the city. Although the women migration outnumbered their male counterparts most recently, but most of them make associational movements. Male migration, on the other hand, is driven by combination of push–pull factors, including wage differentials, unemployment in the origin states, and better job prospects in Hyderabad. However, the recent decline in the WPR of migrants and an increased open unemployment among them indicates that the city is not capable of providing enough jobs to the aspirants who moved to the city in the quest for better opportunities. Particularly women, whose probability of work participation is relatively low in the city. Based on these results, it is argued that enhancing employment opportunities for female migrants not only can boost female labour force participation, but also raise per capita income, and drive sustained economic growth in the city. Moreover, targeted policies to support women's workforce inclusion would also promote gender equality and strengthen Hyderabad's role as a thriving, inclusive urban economy. [ABSTRACT FROM AUTHOR]

Previous research argues that occupational gender pay gaps arise from greedy jobs within occupations. Greedy jobs involve working long and unpredictable hours in jobs where individuals are not easily substitutable. They engender compensating differentials resulting in an earnings‐to‐hours elasticity that often exceeds 1. This paper shows that greedy jobs also exist in Australia, where labour market institutions differ substantially from those in the United States. It shows that occupational gender earnings gaps are highest in occupations where greedy jobs proliferate. Wage‐setting institutions engender heterogeneous effects on occupational gender earnings gaps. Relative to the United States, occupational gender earnings gaps are smaller in Australia, consistent with evidence that labour market institutions compress the earnings distribution. Within occupations, the use of collective agreements attenuates the size of occupational gender earnings gaps, while the use of individual agreements increases them. Not surprisingly, individuals employed in greedy occupations predominantly use individual agreements to negotiate pay. [ABSTRACT FROM AUTHOR]

Public health measures implemented early in the COVID-19 pandemic brought the idea of essential work into the public discourse, as the public reflected upon what types of work are essential for society to function, who performs that work, and how the labour of essential workers is rewarded. This chapter focusses on the rewards associated with essential work. The authors develop an intersectional lens on work that was officially deemed essential in 2020 to highlight longstanding patterns of devaluation among essential workers, including those undergirded by systemic racism in employment and labour law. The authors use quantitative data from the CPS-MORG to examine earnings differences between essential and non-essential workers and investigate whether the essential worker wage gap changed from month to month in 2020. The authors find that patterns of valuation among essential workers cannot be explained by human capital or other standard labour market characteristics. Rather, intersectional wage inequalities in 2020 reflect historical patterns that are highly durable and did not abate in the first year of the global pandemic. [ABSTRACT FROM AUTHOR]

The wage effects of immigration have been widely studied, yet much of the research has focused on competitive threats to low-skilled native-born men. In contrast, this paper applies a gender lens to explore possible complementary relationships between immigration-induced outsourcing of domestic work and the earnings of native-born women, while recognizing the classed and racialized nature of domestic labor. Empirically, this article examines subgroup variations in earnings among full-time employed native-born women by education and race/ethnicity in relation to the state share of immigrants in the domestic service sector. The analysis combines data from the 2012 American Community Survey with state-level work-family policy data collected for 2010, accounting for compositional differences and selection into the labor force. Likely due to increased availability of affordable domestic services, the results show a higher immigrant share is associated with greater earnings for native-born women overall. However, education and race/ethnicity moderate this association, indicating that highly educated non-Hispanic white women benefit more than other women because the labor process and outsourcing of household production are classed and racialized. Hence, states with a higher share of immigrants filling domestic services exhibit wage dispersion patterns that reinforce intersectional inequality among native-born women. [ABSTRACT FROM AUTHOR]

Work from home (WFH) arrangements may provide an opportunity to reduce gender gaps in labor market outcomes by reducing the gender differences in the willingness to commute. Using a stated-preference experiment among German employees, we estimate workers' valuation of working from home and its impact on willingness-to-pay to avoid commuting by gender after the end of the COVID pandemic. We show that workers are willing to give up 7.7% of their earnings for full WFH and 5.4% for 2-day WFH on average. The willingness-to-pay for WFH steeply increases with commuting distance, in line with WFH reducing the need for long commutes for many workers. Importantly, we find that WFH reduces, but does not close, the gender gap in willingness-to-pay to avoid commuting. This result is unaffected by accounting for underage children in the household. This suggests that hopes of technology closing the gender wage gap are premature. [ABSTRACT FROM AUTHOR]

This article examines the gender wage gap in Israel – almost the highest gap among OECD countries in 2021. Using the PIAAC data to estimate wage equations and the wage gap, it shows that the main explanations for the gap are the difference in working hours between males and females, as well as differences in numeracy skills and the use of these skills at work. It concludes that public policy for narrowing the wage gap must include actions to encourage females to take full-time jobs and to encourage girls at school to take more advanced STEM courses. [ABSTRACT FROM AUTHOR]

Despite the notable progress that has been made in bridging the gap between women and men in the world of work, women are still underrepresented in many occupations. In this article, the effect of gender norms on whether women enter male-dominated occupations is analysed using differences in gender equality among early-arrival migrants. The variations in gender norms according to the cultural backgrounds of those migrants by country of origin are exploited to identify their impact on occupational choices. Using data from the American Community Survey, it is found that greater gender equality in the country of origin reduces the gender gap in male-dominated occupations. Suggestive evidence is further shown on the roles of job flexibility and women's relative preferences for family-friendly jobs in shaping gender-based sorting across occupations. [ABSTRACT FROM AUTHOR]

Despite the growing attention devoted to women's experiences of sexism within organizational contexts, there is comparatively less work elucidating the affective and behavioral self-regulatory processes that unfold following sexist incidents that happen before organizational entry--that is, during the job search process. In this study, we integrate ambivalent sexism theory with self-regulation theory to explore the differential impact of experiences of hostile (i.e., overt, derogatory, expressions of female inferiority) and benevolent sexism (i.e., subtle, seemingly positive, expressions of female incompetence) during the job search. Further, drawing from research on discrimination, we also consider whether reactions to sexism are shaped by the extent to which women identify with their gender. We tested our conceptual model through a weekly study of 103 female new labor market entrants. Findings indicated that while weekly experiences of hostile sexism related to heightened anger, experiences of benevolent sexism elicited anxiety; these effects were exacerbated for highly gender-identified female job seekers. Anxiety--but not anger--prompted next-week job search effort and intensity, which yielded distinct effects on search success and wellbeing. Notably, exploratory analyses demonstrated that these affective responses to weekly experiences of hostile and benevolent sexism did not emerge for male job seekers, suggesting that such experiences of sexism can be more impactful for women on the job market. Thus, our work highlights the critical self-regulatory processes that unfold weekly following female job seekers' exposure to sexism. [ABSTRACT FROM AUTHOR]

Agri‐food systems are important sources of rural off‐farm employment, but insights on job quality are limited. We study job quality in the Peruvian horticultural sector and explore the driving forces of decent and equal work, using survey data and econometric methods. We find structural disparities in wages and job quality between men and women and between local and migrant workers, trade‐offs between wage and nonwage dimensions of decent work, and sector and company differences. Our findings contest that global value chains are a catalyst for decent and equal work and underscore the importance of formalization and government regulation of employment. [ABSTRACT FROM AUTHOR]

This study examines the relationship between occupational feminization and wages in Thailand using the Thailand Labor Force Survey data (LFS) (2008-2017). Employing the Augmented Inverse Probability Weighting (AIPW) and the Inverse Probability Weighted Regression Adjustment (IPWRA) double robust matching techniques, this study investigates the effects of occupational feminization and the interaction effect of occupational feminization and gender on wages. The findings indicate that occupational feminization decreased wages in Thailand, and the negative effect weakened over time. While the gender wage gap persisted in feminized occupations over the years, there was a reduction in the gender wage gap in non-feminized occupations. The wage gap between females in feminized occupations and males in non-feminized occupations decreased over time, even though it remained larger than the overall gender wage gap. Male workers continued to take advantage and ride the "glass escalator" in both feminized and non-feminized occupations. [ABSTRACT FROM AUTHOR]

This article discusses the relationship between economic uncertainty and consumer payment methods, with a focus on gender and racial differences. The authors argue that economic uncertainty can influence individuals' choices of payment methods, and this impact may vary among different demographic groups. The study uses data from surveys conducted by the Federal Reserve Banks and employs regression analysis to examine the effects of economic policy uncertainty on payment instrument usage. The findings suggest that economic uncertainty affects consumers' payment method patterns, and this behavior is more significant for women and minority groups. The study also examines the impact of economic uncertainty on specific payment methods. It finds that during periods of high uncertainty, there is a significant decrease in credit card usage for the general population, while cash usage increases. Gender differences show that women decrease their usage of wire transfers and alternative payment methods compared to men, but there are no significant differences in credit card or cash usage between genders. Racial differences indicate no differential effects on credit card usage between Black and White people, suggesting limited payment method options for Black people. [Extracted from the article]

In this paper, we apply a feminist interpretation and an extension of Bourdieu's theory of practice to explore the gap in our understanding between gender gap issues – the institutionalized and structural inequalities that underpin the differential access to resources by women and men – and women business owners. Drawing on an interpretivist analysis of the lived experience of women entrepreneurs who were members of women-only or open-to-all formal entrepreneurship networks, we examine their enculturation and the strategies they employ to be deemed credible players in the field. We conclude that women-only formal entrepreneurship networks have had a limited impact on helping these women overcome the isolating and individualizing effects of a gendered entrepreneurial field. Despite the promise of familiarization with and sensitization to the field, women-only formal entrepreneurship networks only serve to perpetuate and reproduce the embedded masculinity of the entrepreneurship domain in the absence of appropriate activating mechanisms or 'margins of intervention'. [ABSTRACT FROM AUTHOR]

Utilising data from the Periodic Labour Force Survey (PLFS), we estimate quarterly changes in urban labour market flows over the period 2018–2022 and the impact on unemployment rates for men and women. Our analysis provides non-intuitive explanations for established findings as well as pointing out important questions for further study. Both men and women's unemployment rates have reduced in 2022 compared to 2018, showing rapid reductions following the high levels reached during the lockdown. Women's unemployment rates have consistently been higher than men throughout this period. The gap between men and women's unemployment rates reduced during the lockdown, but have shown signs of increasing since 2021, even as unemployment rates have fallen. For women, flows from the labour force to non-participation play a larger role in explaining changes in unemployment rates as compared to men. Flows from the labour force to non-participation, however, have reduced since the pandemic, providing an explanation as to why labour force participation rates (LFPRs) have increased, namely women staying for longer in the labour force rather than more women entering it. Despite rising LFPRs, the gender gap in unemployment rates have risen, in contrast to developed economies. [ABSTRACT FROM AUTHOR]

The paper focuses on gender-and age-related wage–productivity gaps in intangible and non-intangible work occupations using the 2017 Slovenian linked employer–employee microdata for privately owned firms. Comparing employees based on age, gender and occupation, our results show that, in general, there are wage gaps in favour of men, with the exception of individuals aged 50 or older who belong to the intangible capital group, where the wages of men and women are almost equal. There are also significant wage gaps in favour of older workers, with the exception of women in non-intangible occupations, where those aged 30–49 and those aged 50+ earn almost the same. Comparing the productivity of workers using value added decomposition method and based on age, gender and occupation, in general we find that gender and age gaps are more pronounced. For example, women tend to be more productive than men, with the exception of men under the age of 30 in non-intangible work occupations. Similarly, older workers tend to be less productive than their younger counterparts, with the exception of women aged 30–49 compared to women under 30 in non-intangible work occupations. Moreover, age-related wage productivity gaps are higher for intangible than for non-intangible worker occupations. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Ciencias Economicas is the property of Universidad Nacional del Litoral and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Using households survey microdata from Argentina, Brazil, Chile, Colombia, Mexico and Peru, we characterize changes in employment and wages between the mid-2000s and the late-2010s emphasizing the gender dimension from the viewpoint of the task-based approach. We employ surveys from PIAAC-OECD to study the task content of jobs and create an index of routine task content (RTC) of occupations. We document five facts: (i) The proportion of routine tasks is currently higher for women than for men. (ii) The employment structure is considerably more biased towards high-RTC jobs in Latin America than in OECD countries, for both genders. (iii) There was an increase in the employment participation of low-RTC jobs during the period under study, mainly driven by movements in the occupational structure of women, especially the young and middle-aged. (iv) Wage gains were relatively higher in high-RTC occupations, with this pattern more pronounced for men than for women. (v) While there was a modest reduction in the gender wage gap, the decline was stronger in computer-intensive occupations. [ABSTRACT FROM AUTHOR]

We study the effect of the COVID-19 pandemic during the first semester of 2020 on the labor market outcomes of elderly workers, using data from the Survey of Health, Ageing and Retirement in Europe. We measure the gender gap in the conditional mean of the probability of experiencing a job interruption, of changing the number of hours worked, and of working from home. We control for a rich set of observable characteristics, including several measures of cognitive and non-cognitive ability. We apply decomposition methods to distinguish, on the one hand, the part of the gap that is due to gender differences in the endowments of the determinants of the outcome in question and, on the other, to gender differences in the effects of these determinants. We find that there is no gender gap in the probability of experiencing a job interruption nor in the probability of working fewer hours than before the pandemic. In contrast, there were significant differences in the probability of increasing the amount of worked hours or working remotely, which were larger for females in both cases. For the latter variable, the difference is largely attributable to different endowments between men and women. However, the gap in the probability of working longer hours is mostly attributable to the coefficients component. [ABSTRACT FROM AUTHOR]

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 transparency reforms originate from a reduction in the growth rate of male income and less from an increase in women's pay. Third, there is fragmented evidence for the impact of transparency reforms on other labor outcomes and firm productivity. Fourth, the monetary implementation cost of transparency reforms is, in general, small both for individual firms and public administration. These finding are consistent with the notion that gender wage transparency reforms are an effective policy tool to reduce the GPG. [ABSTRACT FROM AUTHOR]

Unequal sorting of men and women into higher and lower-wage firms contributes significantly to the gender wage gap according to recent analysis of national labor markets. We confirm the importance of this between-firm gender segregation in wages and examine a second outcome of hours using unique employer–employee data from the service sector. We then examine what explains the relationship between firm gender composition and wages. In contrast to prevailing economic explanations that trace between-firm differences in wages to differences in firm surplus, we find evidence consistent with devaluation and potentially a gender-specific use of "low road" employment strategies. [ABSTRACT FROM AUTHOR]

Due to technological change and growing digitalization of the workplaces, the post-pandemic economic recovery offers opportunities for workers to upgrade their industry-specific skills in different sectors, including tourism, where an increasing shortage in the seasonal tier of the labor market is emerging. Various barriers have been identified as key factors preventing both tourism firms from implementing skill development interventions, and workers from co-investing in training. An under-investigated possible barrier is women's occupational segregation, both horizontal and vertical. This paper looks at the former type of segregation, the most frequent in the tourism industry, by showing that this condition penalizes women's willingness to invest in specific training. Data come from a dedicated survey administered to a sample of seasonal employees who worked in the Rimini Province (Italy) during the summer of 2019 and applies a twofold regression analysis followed by an Oaxaca-Blinder decomposition. Our findings contribute to the debate on gender equality in the tourism industry and on the gendered impact of COVID-19 on workers' careers. [ABSTRACT FROM AUTHOR]

The study of gender differences in the financial domain is gaining increasing attention as evidenced by the UN 2030 Agenda for Sustainable Development. Previous research has highlighted the existence of a gender divide in many economic issues; however, there is still a lack of comprehensive understanding of the psychological aspects of money management. This systematic scoping review aims to fill this gap by outlining gender differences in money attitudes and money management practices, adopting the Scientific Procedures and Rationales for Systematic Literature Reviews protocol as methodological guideline. An extensive analytical strategy was employed on Scopus, Web of Science, PsycINFO, and EconLit to identify 100 empirical papers on the topic, published between 1972 and 2021. The analysis revealed clear differences in how men and women approach to money from a symbolic and attitudinal perspective, whereas evidence of money management practices is more complex and sometimes conflicting. Men and women hold different conceptions of money, with men often looking at it as a symbol of success and power and women holding more ambivalent attitudes toward money as both a source of anxiety and a means to ensure security and prove their love. As far as for financial behaviors studies indicate that both genders have similar approaches to savings and expenses monitoring, while financial investments are primarily pursued by men. Future directions and suggestions for private and public institutions are discussed, highlighting research advancements and implications for gender empowerment programs and customized communications. [ABSTRACT FROM AUTHOR]

Objective: This study examines the re‐employment prospects and short‐term career consequences for mothers and fathers who lost their jobs during the COVID‐19 pandemic. Background: The pandemic recession has been dubbed a "shecession," but few studies have explored whether mothers paid a higher or lower price upon labor market re‐entry than fathers. Method: This study draws on March 2020–December 2022 Current Population Survey data and focuses on partnered parents with children under age 13 in the household. Exploiting four‐month panels, we use multi‐level discrete‐time event history models to predict re‐employment and linear regression models to predict job‐level wage upon re‐employment, while controlling for a wide array of factors. Results: Partnered fathers were more likely than partnered mothers to find re‐employment during the pandemic. The gender gap in re‐employment was concentrated only among parents without a bachelor's degree and persisted when all controls were held constant. Moreover, upon re‐employment, fathers had higher job‐level wages than mothers, which was consistent across educational levels. Even with the same job‐level wage before labor market exit, mothers were penalized on re‐entry relative to fathers and this penalty was rooted in gendered job segregation. Conclusion: This study extends previous research by analyzing re‐employment and a critical material outcome for parents (i.e., job‐level wage upon re‐employment) during the entire pandemic, including the "new normal" (late 2022). The results reveal the intersectional inequalities in family and work: Compared to fathers, mothers, particularly less‐educated mothers, paid a higher price for their time out of work during the pandemic. [ABSTRACT FROM AUTHOR]

The main problem this article addresses is that women are more vulnerable than men in economic terms. The aim of this research is to identify the differences in the destination of savings according to gender and its implications related to their economic rights. Chi-Square tests were performed to test for the existence of statistically significant differences in the destination of men's and women's savings, based on the National Survey on the Destination of Savings in Mexico (ENIF). The hypothesis to be tested is that there is a gender difference in the way in which the destination of savings is allocated. As a result, it is possible to see that women focus their savings on issues related to health and education at home, in contrast to men, who tend to protect their own economic future by focusing their savings on remodeling or buying real estate or starting or expanding a business. In this sense, the hypothesis is partially verified in 4 of the 8 savings destinations. This article is motivated by the desire to identify this possible economic gap between genders, considering that it is an issue that affects the economic and personal future of women. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Ciencias Economicas is the property of Universidad Nacional del Litoral and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examines the relation between customer abuse and aggression, the gender and sexual expression of workers, and labour control in low-wage services. In-depth interviews with 30 lesbian, gay, bisexual, and transgender (LGBT)1 low-wage service sector workers reveal how customer abuse and aggression works in consort with management strategies to reproduce cis- and heteronormativity. Customer abuse and aggression disciplined worker expressions of non-normative gender and sexual identities, leading to concealment and self-policing. Management was complicit in this dynamic, placing profitability and customer satisfaction over the safety of LGBT workers, only intervening in instances of customer abuse and aggression when it had a limited economic impact. It is posited that customer abuse and aggression is not only a response to unmet expectations emanating from the labour process but is also a mechanism of labour control that disciplines worker behaviour and aesthetics, directly and indirectly, by influencing management prerogatives. [ABSTRACT FROM AUTHOR]

Gender wage gaps are frequently explained as resulting from direct discrimination, employers' preferences over personality traits, and differing labor force attachment. We rely on a natural quasi-experiment using exogenous changes in state-level, same-sex adoption laws to distinguish between the competing explanations of the gender wage gap. Estimates from a differences-in-differences model show the wage gap between lesbians and heterosexual women shrank or inverted in those states which legalized adoption by same-sex couples. The wage gap did not change for men. This supports the parenthood hypothesis as a viable explanation for a portion of the gender wage gap. [ABSTRACT FROM AUTHOR]

Purpose: This paper explores the wages of White, Black, Hispanic, Asian, Native American and "other race" women and men once differences in basic characteristics among these 12 groups are accounted for. The authors aim to extend comparisons beyond those of women and men of the same race or the various races within a given gender. Design/methodology/approach: To undertake the conditional analysis, first, the authors propose a simple re-weighing scheme that allows to build a counterfactual economy in which workers' attributes for all gender–race/ethnicity groups are the same. Second, the authors use a well-known re-weighting scheme that involves logit estimations. Findings: Only Hispanic men, Native American men and Asian women have conditional wages around average. Black men and, especially, White, Black, Hispanic, Native American and "other race" women have conditional wages clearly below average, whereas those of Asian and White men are well above average. The wage differential between a privileged and a deprived group is disentangled into the premium of the former and the penalty of the latter, which brings a new perspective to what has been done in the literature based on pairwise comparisons. In this intersectional framework, the authors document that gender penalizes more than race. Originality/value: This paper examines intergroup earnings differentials using a methodology that allows to examine 12 gender–race/ethnicity groups jointly, which is this work's distinctive feature. The authors' intersectional framework allows to picture the effect of gender and race/ethnicity more broadly than what the literature has shown thus far. [ABSTRACT FROM AUTHOR]

This Special Issue covers an intersectional approach to extreme labour exploitation. We provide concrete empirical studies and new theoretical frameworks. This overview paper analyses how modern slavery theories might influence policy options. The theories examined in this Special Issue include supply-chain theories, feminist approaches to work, diffusion of innovation theory, intersectional gender-and-development theory, and the social construction of narratives around bonded and forced labour. Evidence is given from the garment industry, farming, and other sectors based on field research and questionnaire surveys dated 2015–2020. Women in paid jobs are widely exposed to extreme exploitation, coerced overtime, having their papers held by the employer, and subject to threats/violence. In care work, the gender worktime difference is large, and evidence is given from India of girl children's work hours being much longer, on average, than boys' hours. Extreme exploitation rests upon gaping social and economic inequalities which deserve policy attention. [ABSTRACT FROM AUTHOR]

This article contributes to the literature on persistent gender inequalities in the labour market by investigating gender role attitudes in Germany and their association with labour market behaviour. Based on the German Panel Study 'Labour Market and Social Security' (PASS), longitudinal analyses are applied to examine the influence of gender role attitudes and the household context on various employment states. The results reveal that gender role attitudes are crucial for labour market behaviour and that there are differences among women and men in different household contexts. Whereas single men and women do not differ significantly in their employment probabilities, women in couple households are less active in the labour market than their male counterparts. Furthermore, differences in employment are largest in couples with children. Among women, differences in full-time employment by household context become smaller when these women hold egalitarian attitudes. [ABSTRACT FROM AUTHOR]

In recent decades, equity, diversity and gender equality have gained relevance in the legal industry, especially in terms of salary and equal job opportunities. However, despite the efforts made in this industry sector, especially by the Big Law firms, the adaptation process needs to be constant. There are still many gender differences at present that limit access to opportunities and equal treatment of professionals in the legal sector. In this article, the author proposes actions that promote equality, diversity and fairness within the legal industry sector through technologies that are designed for it and allow for reduced salary gaps, equal opportunities, discrimination, etc. [ABSTRACT FROM AUTHOR]

Copyright of Central Asian Economic Review is the property of Narxoz University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Using detailed monthly household panel data from rural India, I analyze sectoral wage gaps for men and women. I show that the wage gap across the non‐farm and farm sectors is much higher for women than for men. Relative to men, women also work less time in non‐farm wage employment than in farm wage employment. Taken together, these findings suggest that constraints are preventing women from reallocating their time to more remunerative wage employment opportunities. Women are less likely to work outside of their own village in the non‐farm sector, yet the wage gap is driven by higher caste and married women. These results are consistent with a lack of local non‐farm employment opportunities interacting with barriers to labor mobility for women but not men. [ABSTRACT FROM AUTHOR]

Women tend to evaluate their own pay more favorably than men. Contented women are speculated to not seek higher wages, thus the 'paradox of the contented female worker' may contribute to persistent gender pay differences. We extend the literature on gender differences in pay evaluations by investigating fairness evaluations of own earnings and underlying conceptions of fair earnings, providing a closer link to potential subsequent wage demands than previous literature. Using European Social Survey (2018/2019) data, we find no evidence that women evaluate their own earnings more favorably than men. In 15 out of the 28 analyzed countries, women actually report more intense levels of perceived unfairness. Studying fair markups on unfair earnings, i.e. the relative distance between the earnings received and earnings considered fair, we find that women report the same, if not lower, fair markups compared to men in most countries; thus indicating limited potential for perceived unfairness as a driving force to reduce the gender pay gap in Europe. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to study the behavior of individuals in their job search. The authors analyze the impact of the size and quality of the network on the probability of finding a job through relationships and the quality of the job found through networks for men and women separately. Design/methodology/approach: For this, the authors estimate a series of logit models using the Algerian employment survey (2003 and 2007). Then, they use these models to undertake predictions of the probability of finding jobs through social networks according to the size of the social networks. Findings: The findings of this research, confirm that men and women use different methods in the job search; women use fewer connection networks in the search compared to men. There appears to exist some discrimination against women in the use of family networks; men use and find more jobs using family relationships. Overall, the jobs found through relationships are more precarious and less stable. Social networks appear to be an effective method of finding a job in Algeria but not for skilled jobs. Originality/value: There are few empirical works that analyze at the same time the role of relationship networks in integration into the labor market and the quality of employment, in particular in the case of Middle East and North Africa (MENA) countries. Understanding the intermediation mechanisms can help to develop better employment policy strategies. Peer review: The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-08-2021-0485 [ABSTRACT FROM AUTHOR]

How do fluctuations in income affect labor supply decisions, and how do their effects differ by gender? This study analyzes data from a thirteen-year rolling panel in Kyrgyzstan spanning 2004–16. It addresses the endogeneity of fluctuations in income to labor supply decisions by employing shift share instruments that exploit region-level changes over time in growth rates of different sources of revenue and production costs. Estimating a household fixed effects model, the study finds that reductions in income relative to the median spur departure from the household (for example, due to migration), with smaller impacts on women than men. However, women's labor supply at the origin is affected significantly more, with short-term increases in hours of employment and declines in home production and other activities. Reductions in income also fuel temporary migration for both genders, with larger effects for men, and widen the gender gap in pursuit of non-compulsory education. HIGHLIGHTS Declines in income spur household departure, with larger impacts on men than women. Women are not always "left behind" following shocks; like men, they respond through changes in labor supply and livelihood decisions. At the origin, women face significantly greater increases in workloads than do men. Declines in income widen the gender gap in pursuit of non-compulsory education, favoring men. Policies that support women's ability to control income can promote domestic work sharing and ensure income generation empowers women. [ABSTRACT FROM AUTHOR]

Purpose: This paper analyzes the issue of wage differentials and gender discrimination in the Brazilian labor market. Design/methodology/approach: The methodology is based on the log-linear equation model by Mincer (1974) and the decomposition method by Oaxaca (1973) and Blinder (1973) and was estimated using data from the National Household Sample Survey (PNAD). Findings: The main results indicate that there was a reduction in wage differentials and gender discrimination in the majority of regions in Brazil for white workers when comparing the available years. However, for non-white workers, the degree of discrimination increased in Brazil, especially in the central-west and southeast regions. Overall, wage decompositions have suggested that women suffer from wage discrimination. Originality/value: This is the first paper detailing wage discrimination across the different Brazilian regions and also controlling for usual dimensions like gender and race. Peer review: The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2021-0569. [ABSTRACT FROM AUTHOR]

Entrepreneurial activity is considered an important aspect of the organization of industries most conducive to innovation and unrestricted competition and, at the same time, it is viewed as one of the most important factors in the economic progress of a country. Entrepreneurial activity depends, among other, on several individual factors. This paper investigates the correlation between entrepreneurial activity and individual predictors such as gender and household income based on the data from Global Entrepreneurship Monitor (GEM). The paper aims to help fill the gap in the literature by providing a quantitative analysis of the relationships and effects between entrepreneurial activity, gender, and household income in Slovenia. The empirical results show that the correlations between entrepreneurial activity and gender could not be confirmed, while the correlations between household income and entrepreneurial activity can be demonstrated for the bottom and the top third of the household income category. [ABSTRACT FROM AUTHOR]

Theories of endogenous economic growth propose that the exchange of information between workers with different knowledge facilitates innovation. In this study, we explore whether occupational gender segregation poses a barrier to endogenous growth by limiting the extent to which women and men workers exchange information, ideas and perspectives. Focusing on technology industries as a sector where information exchange plays a large role, we use error correction models to test for the potential long-term costs of occupational gender segregation on industry growth and productivity across US local labor markets from 2005 through 2019. Results indicate that occupational gender segregation stalls tech growth, while also hindering productivity. Conversely stated, the occupational integration of women and men provides a boon to growth and productivity in local tech sectors. As regions strive to be competitive in the new economy, those fostering collaboration between women and men will be better positioned to succeed. [ABSTRACT FROM AUTHOR]

The purpose of the article is a further development of provisions on economic entities’ compliance with gender policy, analysis of the state of parity in wages between men and women, and the forecast of the level of average wages in Ukraine. The article examines the level of dynamics of the Ukrainian population by age group and gender. It was established that as of 2021, the number of men was 12% less than women, but men have quantitative advantages in pay and management positions. According to the analysis and forecast data for 2022-2024, a positive trend is observed in terms of women’s average salary growth. However, according to the forecast data, men will be receiving an average salary that is 43% higher than that of women, which creates gender inequality in the remuneration of workers. It was established that the gender audit technique can additionally take into account the assessment of such criteria as personnel potential, corporate and organizational culture, working conditions, management policy, and others. One of the preventive assessments of a company's compliance with the gender policy can consist of the analysis of job advertisements. Methodical principles for analyzing the remuneration of men and women working in business entities in the financial and insurance spheres have gained further development, at the expense of which it is possible to improve the quality of the gender analysis of the workforce from the existing ones with a high-quality personnel management plan, which made it possible to make a prospective forecast of the average salaries for men and women for 2022-2024. A proprietary approach has been proposed to the methodology of such analysis, which is based on statistical reporting indicators which, unlike the existing ones, are built on the basis of the application of the relevant functions of the software product Microsoft Excel 2021. [ABSTRACT FROM AUTHOR]

This article analyses gender difference in access to microcredit in rural Burkina Faso. Using 2017 data from the National Land Management Programme, a probit model combined with Fairlie's (An extension of the Blinder–Oaxaca decomposition technique to logit and probit models. Economic Growth, Center (Yale University), discussion paper no 873., 2003) decomposition method is applied to a sample of 6646 observations. The results indicate that there is indeed gender discrimination in access to microcredit in rural areas in Burkina Faso. This average discrimination is of 0.08 against women. The decomposition indicates that wealth has the largest relative contribution estimated at 22.27% followed by income (21.03%). We suggest that in order to improve women's access to microcredit in rural areas, policies should further promote women's economic empowerment. Women's non-farm entrepreneurship (7.42%) may be a channel to be explored. The robustness of this recommendation has been tested by examining the population of rural people who undertake non-farm activities. We observed that there is no gender discrimination in access to microcredit among non-agricultural entrepreneurs in rural areas. [ABSTRACT FROM AUTHOR]

Purpose: Although there is a small body of empirical research on the working lives of managers, both the popular media and the academic literature tend to ignore the distinct ways that role identities such as age and gender intersect to create a complex work–life interface for diverse managers. This gap is especially surprising considering that managerial roles are defined by unique demands and expectations that likely intersect with the differential life course shifts experienced by men and women, which has the potential to create specific challenges across the work and life domains of managers. The current study aims to address this gap through an intersectional examination of the non-linear effects of age and gender on the work–life balance of managers. Design/methodology/approach: Using a sample of 421 managers, the authors apply statistical tests of the incremental validity of non-linear interaction terms to examine the complex relationship between age, gender and work–life balance. Findings: Results support a non-linear U-shaped main effect of age on leader work–life balance. This effect is moderated by gender, however, with a non-linear U-shaped effect of age on work–life balance being supported for male managers – with female managers displaying no effect of age on work–life balance. Practical implications: Based on these findings, the authors highlight the need for increased availability of flexible schedules and employee empowerment for managers as well as general employees. Originality/value: The current study offers one of the first tests of the intersection of age and gender on the work–family interface of managers. [ABSTRACT FROM AUTHOR]

Although South Korea is well-known for its aggressive response to COVID-19, little is known about how the risk of infection manifests differently by gender. Using real-time data on confirmed cases, this study empirically examines the gendered outbreak of COVID-19 driven by occupational segregation in South Korea. It investigates gender differences in risk of work-related exposure, particularly for those jobs where essential activities are conducted, such as in the healthcare sector, and that are dominated by women. The results from the multinomial logit model confirm that women have a higher risk of workplace exposure than men, particularly in pink-collar and care jobs. The findings emphasize the need for a gender-aware perspective to policy measures advanced during the pandemic and recovery. HIGHLIGHTS Gender is an important factor for determining infection risks of COVID-19 in workplaces. In South Korea's gender-segregated labor markets, women have higher exposure to infection than men. Women typically occupy jobs in the healthcare and welfare sectors that require frequent interpersonal interaction. They are also underrepresented in occupations with the ability to telecommute. Policy measures must include gender-aware responses and address inequality during the pandemic and recovery. [ABSTRACT FROM AUTHOR]

This Special Issue brings together analyses of the lived experiences of women who work in male-dominated areas of work, occupations, and industries across a number of countries. For example, in the construction trades and vehicle repair, recruitment practices typified by homophily can be addressed through antidiscrimination training, while gender stereotypes across professions can be overcome through reflection and conscious effort, by remaining alert to and challenging public images of occupations. Occupational gender segregation is an enduring and endemic problem, which is damaging to careers, organizations, and economies. [Extracted from the article]

The issues of excessive CEO compensation and gender pay gaps garner much attention from management scholars and the general public. In this study, we integrate these topics and explore the complex interdependent nature of how CEOs influence directors' evaluative perceptions about appropriate levels of CEO compensation and whether female and male CEOs do so in different ways. Drawing from role congruity theory and previous research on executive compensation, we use a configurational approach to identify how CEOs achieve high levels of compensation through different combinations of influence arising from their power, origin, tenure, similarities with evaluators, and organizational conditions. Using fuzzy set qualitative comparative analysis with a matched pair sample of female and male CEOs from 2010 to 2016, we find there are multiple configurations of influence conditions by which female and male CEOs achieve high compensation. Our inductive analysis, unpacking how these configurations differ between female and male CEOs, shows four distinct influence mechanisms: leveraging power and role empathy, trailblazer responsibility, leveraging power and similarity, and leveraging role empathy. These mechanisms highlight the ways influence conditions complement or mutually reinforce one another in different ways for female and male CEOs. Implications for theory and research about the unique challenges female executives face in achieving equitable treatment in the workplace are also discussed. [ABSTRACT FROM AUTHOR]

Research question/issue: This study examines (i) whether and to what extent differences in the level of compensation paid to men and women can be observed at the corporate executive (i.e., CEOs) level in an international setting and (ii) whether and how country‐level attitudes toward gender equality help explain the heterogeneity in the CEO gender pay gap observed across countries. Research findings/insights: Using executive compensation data from 27 countries over the 2001–2016 period, this study documents a 3.3% average difference in the level of executive compensation between male and female CEOs in countries around the world. The results further indicate that firms that transition from a male to a female CEO tend to have a significantly lower level of compensation. These results are robust when controlling for an array of key CEO attributes including education, age, and work experience and when US firms are excluded from the sample. Our findings also suggest that attitudes related to gender equality across countries can be an important factor explaining the CEO gender pay gap observed in our study. Theoretical/academic implications: The results of our study suggest the existence of a CEO gender pay gap at the international level. Specifically, our study suggests that the difference in pay between men and women, which is well documented in the literature of many countries, not only applies to regular employees in an economy but can also be generalized to those who work at the chief executive level. More importantly, our study suggests that a country's institutional environment vis‐à‐vis gender equality can contribute to the gender pay differences observed in various countries around the world. Practitioner/policy implications: We provide evidence supporting the existence of a gender pay gap using executive compensation data at the CEO level. We further show that country‐level institutional characteristics related to gender equality partly contribute to gender pay differences between male and female CEOs across countries. Thus, the findings of our study provide new insights into the potential determinants of executive compensation (i.e., CEO gender and country‐level gender equality) and are valuable to policymakers in proposing legislative changes to reduce the gender pay gap. [ABSTRACT FROM AUTHOR]