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Using a sample of recently graduated college students from South Korea, we estimate the effects of the between-majors and within-major gender wage gap. We use a recentered influence function to decompose the wage differential between majors and find that women face a higher rate of return to the field of study. In addition, women tend to select their program of study with the intention of optimizing their earnings potential relative to men. In calculating the within-major gender wage gap, we control for selectivity into a field of study extending the current methodology to a multinomial logit setting. We test our model using a sample of new graduates from South Korea. We consider six college majors. The within-major wage differential ranged from 8.2% for natural science graduates to 17% for social science graduates. After selection is accounted for, the gender wage gap becomes smaller in humanities graduates but increases in natural science and medicine graduates. Decomposing the selection correction term into explained and unexplained factors eliminates discrimination in medicine and points to reverse discrimination in natural science. [ABSTRACT FROM AUTHOR]

Rapid expansion of precarious employment carries risks of exacerbating the gender wage gap in China. This article finds an inverse relationship between flexibility and security in the labor market, disproportionately affecting women workers. Drawing from the Marxist-feminist theory of social reproduction, the study conceptualizes China’s social reproduction regime as developmentalist, characterized by ongoing tension between economic development and social reproduction. Promoting precarious work, which reflects the operational logic of the developmentalist social reproduction regime, is essentially transferring social reproduction cost from capital to labor. This cost is predominantly shouldered by precarious workers, particularly women, resulting in a widened gender wage gap. Using the China Labor-force Dynamic Survey, the study finds empirical support for the theorization that the gender wage gap among precarious workers is significantly larger than among non-precarious workers. The article proposes policies addressing the gap by shifting the cost of social reproduction from labor back to capital.HIGHLIGHTSGender wage gap is wider among precarious workers in China.Marxist-feminist theories help us to better understand GWG in precarious work.Women in precarious work face income loss risks and heavier domestic responsibilities.Developmentalist social reproduction regime seeks to balance growth and reproduction.The cost of social reproduction should be shifted back to capital.Gender wage gap is wider among precarious workers in China.Marxist-feminist theories help us to better understand GWG in precarious work.Women in precarious work face income loss risks and heavier domestic responsibilities.Developmentalist social reproduction regime seeks to balance growth and reproduction.The cost of social reproduction should be shifted back to capital. [ABSTRACT FROM AUTHOR]

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 that if women's own human capital characteristics were rewarded at the same level as men's in the former (six) countries, they would expect a wage gain. [ABSTRACT FROM AUTHOR]

This paper investigates the changes of gender wage gap in urban and rural areas and examines the effect of wage structure and unobserved characteristics on the gap by using the Chinese Household Income Project (CHIP) survey in 2013 and 2018. We document a significant increase of the gender wage gap in both areas as well as among rural‐to‐urban migrants. By applying Katz and Murphy's supply‐demand framework, we find that the demand has shifted toward younger, more educated workers, and the demand for male workers is higher than that for female workers during the time. The Blinder–Oaxaca decomposition of gender wage gap suggests that factors, such as occupation, parenthood status, and industry, have contributed to the expansion of wage gap. Furthermore, the Juhn–Murphy–Pierce decomposition of the change in gender wage gap implies that the expansion is owing to rising discrimination against females and gender‐specific factors such as observed and unobserved characteristics that have performed unfavorably for females. [ABSTRACT FROM AUTHOR]

In this note we study how the share of workers in a corporation located in a high gender wage gap country impacts the wage gap in their home country operations. Our findings support the hypothesis that firms with strong intra-firm linkages to a high gender wage gap country also display a relatively large gender wage gap at home. [ABSTRACT FROM AUTHOR]

The document "Income Distribution, Inequality and Poverty: Evidence, Explanations and Policies" published in the journal "Economies" explores the challenges of income inequality and poverty globally. It discusses various factors contributing to these issues, such as energy crises, government policies, and global events like the Great Recession and the COVID-19 pandemic. The document presents 11 original articles that delve into specific regions and global perspectives, offering insights for policymakers and researchers seeking to address inequality. It also highlights the need for further research on climate change, technological advancements, health inequality, gender wage inequality, wealth distribution, and global migration to enhance understanding and develop effective policy solutions. [Extracted from the article]

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]

Despite efforts to close the gender wage gap in the US, research shows that progress has stalled over the past two decades. Factors contributing to this gap include implicit gender bias, disproportionate caregiving responsibilities, and a lack of strong policies. Minority women are disproportionately affected by this gap, and the "motherhood penalty" and "fatherhood premium" also exacerbate the problem in gendered workplaces. Addressing implicit bias and stereotypes at the organizational level, along with implementing more equitable family, compensation, and caregiver-friendly policies, is crucial. Training programs that identify and address implicit bias can lead to fairer compensation and promotion practices. Policylevel changes such as banning salary history and revising paid-leave policies are also essential. Human resource professionals play a key role in creating a supportive organizational culture and addressing implicit bias. Comprehensive strategies are needed to address the gender wage gap, including policies supporting paid leave, salary transparency, and reassessment of minimum wage policies. Overall, a combination of policy changes and organizational efforts is needed to mitigate the complex factors contributing to the gender wage gap in the US. Pay equity is not only important for women's economic security but also for the broader economy's growth and sustainability. [ABSTRACT FROM AUTHOR]

This paper examines the effects of low-skilled immigration inflows on the motherhood gaps in wages among high-skilled women. Applying IV methods to U.S. census and ACS data, this paper first confirms previous findings in the literature that mothers are less willing to increase their work hours than childless women with inflows of low-skilled immigrants. However, the main contribution of the paper is showing that as the low-skilled labor supply increases, high-skilled mothers achieve more wage improvement than otherwise identical nonmothers. The findings in this paper imply that an increase in the low-skilled labor supply reduces the gender pay gap among high-skilled native workers, and most importantly, it is driven by women with children. [ABSTRACT FROM AUTHOR]

Employing China Family Panel Studies (CFPS) survey data from 2014 to 2018, this paper studies the impact of the digital economy on the gender wage gap. Benchmark results suggest that the digital economy can significantly narrow the gender wage gap. The mechanism analysis shows that the digital economy bridges the gender wage gap by reducing family care burdens and improving the employment quality in favour of women. The heterogeneity analysis shows that the digital economy is conducive to narrowing the gender wage gap of the group with low and medium labour skills and the group with higher family burdens, suggesting the inclusiveness of the digital economy for disadvantaged women. These findings have important policy implications and provide evidence for improving women's economic condition and narrowing the gender wage gap. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Economics is the property of Wiley-Blackwell 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.)

The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This article studies its role in generating wage inequality, using novel data from an online recruitment platform for full-time engineering jobs: Hired.com. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering them a bid salary, solely based on the candidate's résumé and ask salary. If the candidate is hired, a final salary is recorded. After adjusting for résumé characteristics, the ask gap is 2.9%, the bid gap is 2.2%, and the final offer gap is 1.4%. Further controlling for the ask salary explains the entirety of the residual gender gaps in bid and final salaries. To further provide evidence of the causal effect of the ask salary on the bid salary, I exploit an unanticipated change in how candidates were prompted to provide their ask. For some candidates in mid-2018, the answer box used to solicit the ask salary was changed from an empty field to an entry prefilled with the median bid salary for similar candidates. I find that this change drove the ask, bid, and final offer gaps to zero. In addition, women did not receive fewer bids or final offers than men did due to the change, suggesting they faced little penalty for demanding comparable wages. [ABSTRACT FROM AUTHOR]

Studies of wage inequality concentrate on private wages. Public sector wages are typically assumed to contribute to the overall wage equality. We challenge this understanding in an analysis of the relative skill premium in the public versus private sectors. The analysis of heterogeneity across gender and geography is based on rich register data for Norway. The raw data confirm the relative wage compression in the public sector. However, this is a male phenomenon and only prevalent in large cities when unobserved worker and firm characteristics are taken into account. With identification based on shifters between private and public sectors and movers between city-size groups, wage setting for female workers in the public sector increases wage inequality in all regions, particularly in the periphery. The result is consistent with policies promoting the recruitment of high-educated female workers and the expansion of public services in the periphery counterbalancing the desired equality effect of public wages. [ABSTRACT FROM AUTHOR]

Prime Minister Kishida's 'unprecedented' measures to counter declining births in Japan include increasing youth incomes, extending childcare leave entitlement and employee social insurance entitlement to precarious workers, and targeting 50% of fathers to take childcare leave by 2025 by increasing the childcare allowance to 80% of salary. He also proposed reskilling opportunities, and mandating firms to disclose their gender wage gap and gender managerial gap. However, reform should also make fundamental changes to Japanese employment practices and the Employee Social Insurance Scheme which is based on a breadwinner-housewife model. Unless the government explicitly moves towards a worker-carer model, the gender wage gap will stay high, and hinder marriage and births, since double income is seen as a must among younger generation. Fundamental change should be in line with the new attitudes of young non-married males and females. [ABSTRACT FROM AUTHOR]

Occupation segregation explains a significant portion of the gender wage gap, with women working in lower paid female‐dominated occupations. We examine how childhood and adolescent exposure to gender biased norms about work influence this occupational sorting. We document that early life exposure to traditional gender role attitudes, which view women's role as caretakers, increase women's likelihood of employment in care occupations and decrease the likelihood for men, thereby increasing the gender care occupation gap. A decomposition of the factors affecting this sorting shows that a primary channel is through differences in the choice of post‐secondary field of study or major. Our results suggest that traditional gender role attitudes may work to segment the labor market for men and women and contribute to the gender wage gap. This suggests that more egalitarian gender role attitudes which increase the share of men entering care occupations would increase wages for both men and women, lowering the gender wage gap. [ABSTRACT FROM AUTHOR]

Using Danish matched employer–employee data, I compare the relative pay of men and women to their relative productivity as measured by production function estimation. I find that the gender "productivity gap" is 8%, implying that almost two thirds of the residual gender wage gap is due to productivity differences between men and women. Motherhood plays an important role, yet it also reveals a puzzle: The pay gap for mothers is entirely explained by productivity, whereas the gap for non-mothers is not. In addition, the decoupling of pay and productivity for women without children happens during their prime-child bearing years. These estimates are robust to a variety of specifications for the impact of observables on productivity, and robust to accounting for endogenous sorting of women into less productive firms using a control-function approach. This paper also provides estimates of the productivity gap across industries and occupations, finding the same general patterns for mothers compared to women without children within these subgroups. [ABSTRACT FROM AUTHOR]

This article examines the relationship between the minimum wage and the gender wage gap in the United States. It challenges the common belief that increasing the minimum wage will primarily benefit women's earnings. The article points out the lack of recent research on this topic and discusses the changing landscape of female college graduates in the US. It also reviews previous studies on the effects of the minimum wage on wage inequality and raises questions about their methodology and findings. The article concludes that more research is needed to fully understand the impact of the minimum wage on the gender wage gap. [Extracted from the article]

Using data from the Canadian Employer-Employee Dynamics Database between 2001 and 2015, the authors examine the impact of firms' hiring and pay-setting policies on the gender earnings gap in Canada. Consistent with the existing literature and following Card, Cardoso, and Kline (2016), findings show that firm-specific premiums explain nearly one-quarter of the 26.8% average earnings gap between female and male workers. On average, firms' hiring practices, due to differences in the relative proportion of women hired at high-wage firms (known as sorting), and pay-setting policies, due to differences in pay by gender within similar firms, each explain approximately one-half of this firm effect. The compositional difference between the two channels varies substantially over a worker's life cycle, by parental and marital status, and across provinces. [ABSTRACT FROM AUTHOR]

Prior research suggests that gender differences in hours worked play an important role in the gender pay gap. Yet common estimates of the wage returns to hours worked are close to zero, implying that hours differences explain little of the gender wage gap, even though men work more hours than women on average. However, while the wage returns to hours worked within occupations are small, the authors document that the wage returns to average hours worked across occupations are large. They develop a conceptual framework that reconciles these facts. Findings show that, under some assumptions, gender differences in hours worked can account for a substantial portion of the gender wage gap and that increases in the returns to hours worked over the past four decades slowed progress in reducing the gender pay gap. [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 study delves into the multifaceted issue of inequality in Turkey, analyzing overall and regional disparities as well as wage and gender inequalities in the labor market. Through the lens of the Big Mac Index, we investigate purchasing power and discover a decrease in regional inequality between 2002 and 2020. However, our research findings indicate a widening income gap between capital owners or the working rich and workers, particularly evident after 2015. Moreover, the wage gap between male and female white-collar workers has widened since the 2018 currency crisis, while the gap between male and female blue-collar workers has shown improvement. [ABSTRACT FROM AUTHOR]

This article examines the effects of the Tax Cuts and Jobs Act (TCJA) on worker earnings in the United States. The study finds that the TCJA led to higher earnings for workers in the top 10 percent of the within-firm earnings distribution and for firm executives. The research also explores how the incidence of the corporate tax cuts varies based on individuals' characteristics such as gender, age, and employment tenure. The analysis uses a panel of employer-employee matched annual federal tax records and compares wage earnings of workers in C and S corporations before and after the TCJA. The study finds that the TCJA did not have a significant impact on the gender earnings gap, but it did lead to a modest increase in within-firm earnings inequality by age and tenure. The results suggest that the earnings gaps widened particularly among highly paid workers. The article discusses potential economic and social factors that may contribute to these heterogeneous effects. [Extracted from the article]

The aim of this research is to provide new evidence on the evolution of the gender wage gap by age using matched employer-employee microdata for Spain, taking into account changes across generations with respect to the age dynamics of the pay gap. We propose a wage equation controlling for age effects and their differences by gender. We estimate this equation by year taking advantage of overlapping cross-sectional microdata. We then calculate the variation of the gender wage gap for individuals with the same age but belonging to different generations as each wave of our data encompasses common birth cohorts. Our results suggest that the gender wage gap in the case of Spain tends to decrease both over time and across generations. By contrast, it tends to widen as women get older, which is consistent with previous research for other countries. These trends are robust to changes in the wage equation specification and apply even for comparisons of very similar men and women working at very similar firms. In fact, segregation appears to play an important role in the evolution of the gender wage gap along the career. [ABSTRACT FROM AUTHOR]

We study the extent to which employer heterogeneity affects gender gaps in earnings across the distribution, over time, and over the life cycle, accounting for cohort effects. Using a linked employer-employee dataset for Italy, we show that the gender gap in firm pay premia explains 34% of the mean gender pay gap, mainly due to between-firm components. Within-firm differences are more important at the top of the distribution and have become more relevant over time. Gender differences in mobility toward firms with higher pay premia and within-firm gender inequality partly explain the gender gap in firm pay premia. [ABSTRACT FROM AUTHOR]

Much of the gender pay gap is generated within workplaces, making it paramount to understand which workplace policies effectively address gaps. Our article asks when policies limit gender pay gaps across employee tenure to identify potential temporal weak points. We analyze a representative panel of 10,000 establishments with over 850,000 employees using the 2005–19 waves of German-linked employer–employee data (LIAB). Two key findings emerge. First, a temporal perspective on workplace policies reveals that no policy under study—formalization, identity-based career programs, and child care assistance—reduces gender pay gaps at hire. Instead, policies only address additional disparities that accumulate after hire. Second, only identity-based career programs narrow gender disparities for all women. In contrast, seemingly gender-neutral formalization is insufficient, while providing employer-sponsored child care has mixed effects depending on employees' education. We conclude by discussing the implications of these findings for organizational policy and future research. [ABSTRACT FROM AUTHOR]

Despite the existence of a number of studies analysing the gender pay gap in the job market as a whole, less is known about this issue in cultural and creative markets, in which the employment conditions lack stability, and many of the jobs are "hidden" because of part-time, unpaid, and/or portfolio work conditions. These characteristics are expected to be exacerbated in the early stages of careers so that, in this case, the gender pay gap might display specific singularities. This paper specifically investigates this issue by analysing data from the "Young People Making a Living in the Creative Industries" research project, a survey conducted from April to September 2016 in Canada. The results confirm the existence of a gender pay gap, but in a totally unexpected way. [ABSTRACT FROM AUTHOR]

• This study utilizes the ultimatum game framework to investigate the impact of information about outside obligations on wage negotiations between employees and employers. • In addition to outside obligations, we also consider endogenous endowment generation and non-binding wage request by employees, two important features known to affect negotiation outcomes in ultimatum games. • Offers increase with known obligation levels, but employers simply redistribute surplus from employees with no obligations to those with higher obligations. • From a policy standpoint, we find that employment policies that treat all employees equally may inadvertently create or perpetuate inequities among employees. We examine how sharing information about outside obligations impacts wage negotiations. We consider an 'employee' with an outside obligation, whose performance determines the surplus and an 'employer' with the power-to-give, who determines the employee's wage. We find that wage offers increase with obligation amounts when the level of obligation is known. However, the employer simply redistributes surplus from employees with no obligations to those with higher obligations. We find no evidence of gender bias in wage offers, similar to other ultimatum games. Our experiment provides a potential explanation for some of the gender wage gap and shows how seemingly equitable policies may perpetuate inequities among employees. [ABSTRACT FROM AUTHOR]

We examine the gender wage gap in Kazakhstan over the period 2011–2019. It was found to be persistent and stable during this period at around 30%; however, the decomposition suggests the increasing negative effect of growing industrial segregation which is not compensated for by a relatively better and improving human capital of females. Unsurprisingly, the highest gender gap is documented in more industrialised and economically successful provinces and the lowest gap, that is, in the poorest and predominantly agricultural ones. In the two largest cities with the most advanced economies, our findings suggest the existence of vertical segregation and discrimination. Thus, the policy aimed at narrowing down gender inequalities in Kazakhstan's labour market should seek to equalise industrial disparities and segregation and account for regional disparities. [ABSTRACT FROM AUTHOR]

The rapid ascent of digital platforms and the gig economy has prompted concerns about the gender pay gap. The results show that in the gig economy, gender continues to be a crucial determinant of workers' earnings, with women earning 85% of what men earn on a monthly basis. Nevertheless, in comparison to the traditional waged employment during the same period, the gender pay gap in the gig economy has narrowed. While some gig jobs (e.g., ride-hailing services, delivery services, online education) exhibit certain occupational segregation, women in gig economy work are no longer concentrated in low-paying roles, thereby challenging the occupational crowding hypothesis prevalent in traditional employment. In the gig economy, the vast majority of the gender pay gaps arise from factors within occupations, and occupational segregation only has a very limited impact on the earnings gap. Additionally, the gender pay gap among platform gig workers can be mostly explained by observable factors, which implies that compared to traditional employment, the gig economy exhibits a lower level of implicit gender discrimination in China. Finally, we investigate new factors that determine the gender pay gap in the gig economy. Women exhibit a stronger aversion to algorithmic control, a preference for job flexibility, and a tendency toward more isolated and less socially interactive work environments—all of which serve to widen the gender pay gap that might have otherwise narrowed. The results of this research suggest that despite the criticisms surrounding the gig economy, it continues to exert a positive influence on China's labor market. [ABSTRACT FROM AUTHOR]

The gender wage gap and the penalty of parenthood on wages are still major economic and sociological problems, especially in developing economies. This study aims to fill the void in the literature by analyzing the gender wage gap among couples and the role of parenthood across the unconditional wage distribution in the Turkish labor force. In accordance, 1198 families which include working-married-couples with and without children from the Turkish Household Budget Statistics survey data for 2018 are examined via unconditional quantile regression and decomposition methods. The findings provide insights into three problems of the labor force gender wage gap among couples, the role of parenthood on wages, and the variation of them across the wage distribution. The findings reveal a gender wage gap among couples and the gap is wider for the lower-paid employees. Lower-paid females face a wider motherhood wage penalty whereas fatherhood is mostly insignificant on the males' wages. However, interestingly, fatherhood becomes a significant wage penalty for the highest-paid males. [ABSTRACT FROM AUTHOR]

This paper examines the interplay between the female labour supply and wages through human capital accumulation in South Korea, highlighting the significant gender wage gap and low female labor participation. Our findings suggest that wage subsidies alone are insufficient for narrowing the gender wage gap. Targeted wage subsidies for households with infants and toddlers can mitigate career interruptions and enhance human capital for women. However, it also attracts lower-productivity women into the labor market, further exacerbating the gender wage gap. Therefore, direct labour market structural reforms, such as the Anti-Gender Discrimination Act, are essential. [ABSTRACT FROM AUTHOR]

The field of gender economics has seen significant growth in recent years, encompassing various subfields such as development economics, health economics, feminist economics, household economics, and macroeconomics. This special issue of the Eastern Economic Journal includes five papers that explore different aspects of gender economics, including the impact of sexism on voting patterns, the gender earnings gap, the gender pay gap among U.S. veterans during the Covid-19 pandemic, the role of household bargaining in addiction, and the effect of unpaid care work on employment outcomes in Nepal. These studies contribute to the growing body of research on gender economics and highlight the importance of addressing gender inequities in economic activities. [Extracted from the article]

In Peru, 68% of women have reported being the victim of partner violence, at some point in their lives. However, very little is known about the economic determinants of domestic violence. The present study is intended to analyze the relationship between the gender wage gap and domestic violence in Peru. We understand that the gap is a characteristic of the market that places women at a disadvantage compared to men. Data from the National Household Survey enables the calculation of this wage gap. This information, combined with the violence report from the Demographic and Health Survey, is used in the regression analyses. We find that wide wage gaps are associated with higher incidences of physical and emotional violence. This result also extends to women who are not gainfully employed. These women benefit from greater equality in the labor market that provides them with better potential income, which would increase their bargaining power within the home. [ABSTRACT FROM AUTHOR]

Copyright of Revista Austral de Ciencias Sociales is the property of Facultad de Filosofia y Humanidades, Intituto de Ciencias Sociales, Universidad Austral de Chile 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 paper explores the issue of in-work poverty and the gender wage gap in South Africa, particularly focusing on the challenges faced by women in the workforce. The purpose of this study is to analysis the impact of the minimum wage on female employees and in-work poverty. Despite being employed, women are more likely to live in poverty compared to men due to factors such as undervaluation of women's work, occupational segregation, and the prevalence of low-wage and informal employment. [ABSTRACT FROM AUTHOR]

The logistics industry in the United States has faced significant labor shortages for the last couple of decades. Women are a source of labor that has been traditionally underrepresented in the major logistics sectors, transportation, and warehousing. We study the workforce composition and potential gender wage gap across these sectors. Using data from the U.S. Census Bureau from 2003 to 2020, we show that women comprise about 4% of the workforce for truck drivers and 21% for warehouse workers. As traditionally measured by economists, there is a 17% gender wage gap among truck drivers and an 11% wage gap among warehouse workers. A regression analysis suggests that the gap is smaller for warehouse workers, which is consistent with theory that an occupation's stability and predictability can reduce or eliminate wage gaps. Further analysis is carried out on specific occupations within the logistics industry and measures the variation across truck transportation and warehousing industries. There is evidence for a declining gender wage gap across both over time, although the gap remains sizable. This paper provides insight on the trends and status of gender differences in labor outcomes in the logistics industry. [ABSTRACT FROM AUTHOR]

The global economy is currently facing many challenges, some old and persistent, and some new, in various forms. Gender inequality in the labour market is an older problem that has a global dimension and affects women both in terms of labour force participation and pay. For equal work and similar responsibilities, women earn on average significantly less than men. This paper aims to address gender pay inequalities as a problem of the global economy. The aim of the paper is to review theoretical approaches and explore the extent to which these theories can explain the gender pay gap. The first part of the paper argues for the ethical dimension of the problem studied. Attention is then focused on the main myths that cast doubt on the reality of gender pay discrimination. In the final part, human capital theory, game theory and the theory of labour's contribution to productivity are discussed. Our thesis is that these theories, at a particular level, offer only partial, unsatisfactory explanations. Taken together they provide detail and offer richer explanations of the gender wage gap. [ABSTRACT FROM AUTHOR]

Copyright of Sociedad y Economia is the property of Universidad del Valle 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.)

Purpose: This study conducts a comparative analysis of the impact of educational mismatch on Spanish wages. This paper aims to focus on the industrial, construction and service sectors at three levels of disaggregation: sector, occupation and gender. Design/methodology/approach: The over-education, required education and under-education (ORU model), was applied to data from the 2018 Spanish Wages Structure Survey conducted by the Spanish National Statistics Institute. Findings: The industrial sector is the one that best manages over-education by offering the highest returns to each year of over-education. It is also the sector that most values the education of women, particularly those in highly qualified positions. Originality/value: This study compares the wage effects of educational mismatch in the service, industry and construction sectors. Previous literature has ignored the latter sectors in this field of study, but the results of the present study show that the industrial sectors significantly value and remunerates worker education. Therefore, it may be worthy to focus certain economic and social policies on this sector, to contribute to reducing gender wage gaps and gender employment discrimination in the economy. [ABSTRACT FROM AUTHOR]

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]

This paper contributes to the literature on the drivers of export diversification by tackling an issue that has received scant attention in this literature, that is, the effect of women empowerment on export product diversification in developing countries. The analysis focuses on a sample of 106 developing countries covering the period 2002–2018. The results suggest that women's political empowerment and gender parity in secondary school enrolment have a positive effect on export diversification. On the contrary, gender vulnerable employment inequality and gender wage inequality have a negative effect on diversification. These findings suggest that policies targeting SDG 5 – gender parity and women empowerment – can potentially improve trade performance. [ABSTRACT FROM AUTHOR]

The past five decades have seen a remarkable convergence in the economic roles of men and women in society. Yet, persistently large gender gaps in terms of labor supply, earnings, and representation in top jobs remain. Moreover, in countries like the United States, convergence in labor market outcomes appears to have slowed in recent decades. In this article, we focus on the role of children and show that many potential explanations for the remaining gender disparities in labor market outcomes are related to the fact that children impose significantly larger penalties on the career trajectories of women relative to men. We document that, in the United States, more than two-thirds of the overall gender earnings gap can be accounted for by the differential impacts of children on women and men. We propose a simple model of household decision-making to motivate the link between children and gender gaps in the labor market, and to help rationalize how various factors potentially interact with parenthood to produce differential outcomes by gender. We discuss several forces that might make the road to gender equity even more challenging for modern cohorts of parents, and offer a critical discussion of public policies that seek to address the remaining gaps. (JEL D13, J12, J13, J16, J22, J31, J71) [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]

In this paper, we analyse the impact of gender equality in managerial positions on wages and the gender wage gap in 22 European countries. We draw on the employer–employee microdata from the European Structure of Earnings Survey (E-SES) for the year 2018, which allows us to include firm fixed effects in our econometric specifications, thus controlling for both observed and unobserved heterogeneity at the firm level. The analysis is carried out not only at the mean but also across the wage distribution through unconditional quantile regressions. The results on the impact of gender equality in management on wages are mixed. However, we find that gender equality has a predominantly positive effect in the upper part of the wage distribution, and a negative effect in the middle and lower parts. The results on the impact on the gender wage gap show that in many cases, a more gender-equal management reduces the gender wage gap. Furthermore, gender equality in management reduces the gender wage gap mainly in the middle and lower part of the wage distribution. [ABSTRACT FROM AUTHOR]

This article investigates gender differences in the job search process in the field and lab. Our analysis is based on rich information on initial job offers and acceptances from undergraduates of Boston University's Questrom School of Business. We find (i) a clear gender difference in the timing of job offer acceptance, with women accepting jobs substantially earlier than men, and (ii) a sizable gender earnings gap in accepted offers, which narrows in favor of women over the course of the job search period. To understand these patterns, we develop a job search model that incorporates gender differences in risk aversion and overoptimism about prospective offers. We validate the model's assumptions and predictions using the survey data and present empirical evidence that the job search patterns in the field can be partly explained by the greater risk aversion displayed by women and the higher levels of overoptimism displayed by men. We replicate these findings in a laboratory experiment that features sequential job search and provide direct evidence on the purported mechanisms. Our findings highlight the importance of risk preferences and beliefs for gender differences in job-finding behavior and, consequently, early-career wage gaps among the highly educated. [ABSTRACT FROM AUTHOR]

Keeping in line with the very origins of Análise Social, this text acknowledges the importance of an interdisciplinary dialogue between Economics and Sociology to the understanding of gender inequalities in the labour market, while mainly focusing on the gender pay gap. The particular magnitude of the unexplained fraction of such gap supports the thesis that the 'value' of work is not gender-neutral. This finding calls for the need of job evaluation methodologies and pay policies that, at an organisational level, fully ensure non-discrimination (both direct and indirect) on the grounds of gender, along with a consistent and well-articulated approach towards the deconstruction of gender stereotypes in all fields of public policies. [ABSTRACT FROM AUTHOR]

This article examines the relationship between types of employment and wages by gender and gender pay gaps among permanent, temporary, and informal workers. There are substantial gender inequalities in bargaining, and these inequalities are argued to be more prevalent for temporary and informal jobs. Hence, larger wage penalties for women in such positions are expected. Moreover, the inverse association between wages and non-permanent contracts is larger for low-paid women. To this end, the study employs unconditional quantile regression techniques and counterfactual decomposition analysis, and accounts for selection bias. The dataset is based on labor force surveys over the period 2005–19 in Turkey and focuses on private sector employees. The findings highlight the disproportionate impact of temporary and informal employment on women's earnings and suggest that employment type can be a contributing factor to the gender pay gap in Turkey, particularly for low wage groups. In Turkey, employment opportunities, social norms, and gender roles limit women's bargaining power. Gender inequalities in bargaining can vary significantly across employment types. Women employees with temporary or informal jobs suffer from larger pay penalties. Residual gender pay gaps are larger for low-paid temporary and informal workers. [ABSTRACT FROM AUTHOR]