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This study investigates the economic consequences of college attendance on wages, focusing on the wage increases associated with obtaining a degree, highlighting the Sheepskin Effect in a country characterized by high informality and youth unemployment as Colombia. Using administrative data for secondary school graduates (2002–2012) and a differences-in-differences framework, we estimate a 50.6% wage increase for college graduates and 68.1% premium over dropouts completing 90%-of-coursework. These findings suggest that college graduation is associated with reduced income inequality and a narrower gender wage gap, providing insights for policymakers on the benefits of promoting higher education to improve labor market outcomes. [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 study quantifies the drivers of the gender pay gap among medical doctors in the British public sector, both at the mean and across the earnings distribution. We make comparisons to private sector doctors, as well as to other public sector health professionals and find that the substantial 22% hourly gender pay gap among public sector doctors, which is predominately unexplained by personal and work-related characteristics, is far larger than in these comparator occupations. Our evidence suggests sector–occupation-specific drivers of gender pay inequality among public sector doctors, which are particularly pronounced at the top end of the wage distribution. [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]

AbstractThis study explores the influence of gender role attitudes on the emergence of the gender wage gap in China, using the 2014, 2016, and 2018 data from the China Family Panel Studies and decomposition methods. Empirical results reveal that gender role attitudes significantly affect the gender wage gap in China and that the negative effect of inegalitarian gender role attitudes on wages is greater for women than for men. Both gender differences in the proportion of workers with inegalitarian gender role attitudes (endowment effect) and gender disparity in return to the gender role attitudes (return effect) contribute to the gender wage gap. Notably, the return effect outweighs the endowment effect. Furthermore, the effect of gender role attitudes on the formation of gender wage gaps differs across heterogeneous groups: the return effect is larger for urban workers or middle-aged and older generations compared to their rural counterparts or younger generations. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Historia Económica / Journal of Iberian & Latin American Economic History is the property of Cambridge University Press 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 gender pay gaps among nonprofit executives and how compensation negotiability influences these disparities. Using tax return data from IRS Form 990 filings, we find that females earn 8.9% lower total compensation than men in our sample. Further, we observe that settings more conducive to negotiation manifest in larger pay disparities, whereas settings that limit executives' opportunities to negotiate or that encourage females in particular to negotiate produce smaller gender pay gaps. Our nonprofit setting constrains mechanisms, such as labor force participation rates and risk preferences, that are thought to explain the pay gap, and our results are robust to using a Heckman correction model and matched samples. These findings provide evidence from a large-scale archival dataset of a plausible mechanism for the gender pay gap and point to a potential cost of work environments where negotiations play a larger role in setting compensation. [ABSTRACT FROM AUTHOR]

We investigate the impact of professional networks on men's and women's earnings, using a dataset of European and North American executives. The size of an individual's network of influential former colleagues has a large positive association with remuneration, with an elasticity of around 21%. However, controlling for unobserved heterogeneity using various fixed effects as well as a placebo technique, we find that the real causal impact of networks is barely positive for men and significantly lower for women. We provide suggestive evidence indicating that the apparent discrimination against women is due to two factors: first, both men and women are helped more by own-gender than other-gender connections, and men have more of these than women do. Second, a subset of employers we identify as 'female friendly firms' recruit more women but reward networks less than other firms. [ABSTRACT FROM AUTHOR]

Workplaces have become more unstable in recent decades, but how such instability shapes categorical inequalities remains little understood. This study explores how the rise of employment precarity, re-conceptualized as an attribute of workplaces, affects gender inequality. We argue that gender inequality increases in volatile workplaces where employee tenure is short and turnover is common. In such workplaces, gender stereotyping and opportunity hoarding by men may become prevalent, because members have little incentive to acquire individualized information about each other and those who are not satisfied with unequal distribution of rewards simply leave rather than raising their voice. To test our argument, we analyze the effect of workplace volatility on the gender-wage gap, using employer–employee linked data from two separate national contexts: South Korea and the Netherlands. Leveraging on the different institutional contexts of the two countries, we also examine the moderating roles of unionization and public sector employment. Our theory and empirical findings contribute to our understanding of the workplace-level mechanisms of inequality, especially in the context of recent structural changes in the labor market. [ABSTRACT FROM AUTHOR]

This study investigates the wage differential and discrimination between genders in Turkey based on data taken from the nationally representative Turkish Household Labour Survey for 2002 to 2019. The Blinder–Oaxaca decomposition technique was used which was then integrated into the Heckman’s selection correction procedure. It was found that the gender wage gap is small in the Turkish labour market, while most of this gap originates from the discrimination against women. In addition ignoring the occupational and sectoral effects on the gender wage gap could result in underestimation of the discrimination effects both directly and indirectly through higher human capital of female employees. Lastly all these indicate that the results could likely be specific to the data set.

SUMMARY: The Great Recession has strongly influenced employment patterns across skill and gender groups in EU countries. We analyse how these changes in workforce composition might distort comparisons of conventional measures of gender wage gaps via non-random selection of workers into EU labour markets. We document that male selection (traditionally disregarded) has become positive during the recession, particularly in Southern Europe. As for female selection (traditionally positive), our findings are twofold. Following an increase in the labour-force participation of less-skilled women, due to an added-worker effect, these biases declined in some countries where new female entrants were able to find jobs, whereas they went up in other countries which suffered large female employment losses. Finally, we document that most of these changes in selection patterns were reversed during the subsequent recovery phase, confirming their cyclical nature. [ABSTRACT FROM AUTHOR]

Using hourly and weekly wages from the Canadian Labour Force Survey from 2000 until 2018, workers were separated into full-time and part-time and the following striking observation was documented. The overall gender wage gap is larger than either the full-time pay gap or the part-time pay gap, even after controlling for detailed personal and job characteristics. This result is a consequence of two findings: (i) part-time wages are lower than full-time wages, and (ii) the majority of part-time workers are women. In aggregation, this brings down the average female wage, leading to a larger aggregate gender wage gap. This was further linked to a differential selection by gender into full-time and part-time work, with women of higher earnings potential being overrepresented in the pool of part-time workers, resulting in no gender pay gap in the part-time worker category. Policies targeted at encouraging full-time employment for women should therefore reduce the gender wage gap. [ABSTRACT FROM AUTHOR]

This paper investigates the sensitivity of average wage gap decompositions to methods resting on different assumptions regarding endogeneity of observed characteristics, sample selection into employment, and estimators' functional form. Applying five distinct decomposition techniques to estimate the gender wage gap in the U.S. using data from the National Longitudinal Survey of Youth 1979, we find that the magnitudes of the wage gap components are generally not stable across methods. Furthermore, the definition of the observed characteristics matters: merely including their current values (as frequently seen in wage decompositions) entails smaller explained and larger unexplained components than when including both their current values and histories in the analysis. Given the sensitivity of our results, we advise caution when using wage decompositions for policy recommendations. [ABSTRACT FROM AUTHOR]

This study examines the gender wage gap in the USA using two separate cross-sections from the Current Population Survey (CPS). The extensive literature on this subject includes wage decompositions that divide the gender wage gap into "explained" and "unexplained" components. One of the problems with this approach is the heterogeneity of the sample data. In order to address the difficulties of comparing like with like, this study uses a number of different matching techniques to obtain estimates of the gap. By controlling for a wide range of other influences, in effect, we estimate the direct effect of simply being female on wages. However, a number of other factors, such as parenthood, gender segregation, part-time working, and unionization, contribute to the gender wage gap. This means that it is not just the core "like for like" comparison between male and female wages that matters but also how gender wage differences interact with other influences. The literature has noted the existence of these interactions, but precise or systematic estimates of such effects remain scarce. The most innovative contribution of this study is to do that. Our findings imply that the idea of a single uniform gender pay gap is perhaps less useful than an understanding of how gender wages are shaped by multiple different forces. [ABSTRACT FROM AUTHOR]

The article examines how cognitive skills have greater explanatory power than personality traits in determining mean wages. It notes that cognitive skills cumulatively account for a larger share of the explained component than personality traits do. It adds that the Big Five Personality Trait of agreeableness matters positively for females' wages across the wage distribution.

Progress in closing the gender pay gap also slowed, suggesting an important link between gender differences in schooling content and earnings. Using Oaxaca-Blinder decomposition models and unconditional-quantile-decomposition methods on new self-reported data from the University of Virginia, the gender pay gap was analyzed across the starting salary distribution. Due to its popularity in recent literature as well as analogies to the Oaxaca-Blinder model, recentered influence function (RIF) regression analysis was used to decompose the gender pay gap at various quantiles along the salary distribution (Firpo et al., I Econometrica i , 2009; Fortin et al., In: I Handbook of Labor Economics i , 2011). [Extracted from the article]

While an abundance of studies exists documenting the significant wage premium of multinationals (MNE) and the effects of foreign direct investments on wage inequality, much less is still known about how foreign ownership of firms affects the gender wage gap. Based on employer-employee level data from Estonia—a country with the largest gender wage gap in the EU—this study highlights a regularity that foreign owned firms on average display a substantially larger gender wage gap than domestic owned firms. Among different occupation groups, this result is especially evident among managers. Furthermore, this difference is also evident if we focus on acquisitions of domestic firms by foreign MNEs and estimate its effects based on propensity score matching. The resulting increase in the gender wage gap is due to men capturing a higher wage premium from working at foreign owned firms than women, although both tend to gain in terms of wages from being employed at foreign owned firms. We find evidence (albeit limited) suggesting that one of the explanations of the difference between foreign and domestic owned firms in the gender wage gap could be that foreign owned firms require more continuous commitment from their employees compared to other firms. [ABSTRACT FROM AUTHOR]

In the United States, female workers tend to have higher medical expenditures than male workers. Due to experience rated premiums, the cost of providing employer‐sponsored health insurance (ESI) therefore differs by gender. This article examines if that cost difference contributes to the gender wage gap. Identification comes from the exogenous variation provided by the Affordable Care Act's employer mandate. Estimation uses a difference‐in‐difference framework with data from the Medical Expenditure Panel Survey. Findings suggest the portion of the gender wage gap attributable to ESI is smaller than existing estimates in the literature and is statistically no different to zero once individual medical expenses are included as a control. In addition, the article's empirical approach highlights that existing work on the role of ESI in the gender wage gap does not separately identify the effect of ESI from plausible alternatives. [ABSTRACT FROM AUTHOR]

One argument for increasing female representation in management is the expectation that female managers will be particularly beneficial for female employees through, e.g., role modeling, mentoring or providing other incentives to enhance female productivity. We explore this issue by analyzing the association between women's wages and the gender of their immediate managers using Swedish matched employee-employer data from 2010. Contrary to the expected positive association, we find that wages are overall 3% lower for female employees with a female instead of male manager. However, dividing the sample by managerial position and controlling for the sorting of employees with respect to, e.g., non-cognitive traits, work tasks, family commitment and establishment gender composition, the negative association is found only for female employees working for lower-level managers, not for women with a manager at the highest rank. One possible explanation could be a difference in decision-making power if lower-level female managers have more limited resources for their subordinates compared to lower-level male managers. [ABSTRACT FROM AUTHOR]

Striving for gender equality presents major challenges but the benefits are vast, ranging from reduced conflict, both within and between communities, to higher economic growth. Unfortunately, Israel’s gender wage gap remains one of the highest among developed countries, despite a growing reverse gender gap in educational attainment. Investigating the gender wage gap for the Jewish majority and for the Arab minority, we find evidence of gender segregation by industry and occupations in addition to a glass ceiling effect for Jewish and Arab women. Using data from the Israeli Household Income Survey and electoral data from the Israeli parliamentary elections (2009), this paper provides novel evidence of the role of voter preferences in explaining the persistence of gender pay gaps. Importantly, we find strong evidence of an association between a higher share of votes allocated to nationalist parties, in a given locality, and a larger, (adjusted), gender wage gap for both Jewish-Israelis and Arab-Israelis. [ABSTRACT FROM AUTHOR]

Copyright of Journal for Labour Market Research is the property of Springer Nature 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 present paper estimates the effect of the Abe Cabinet's Womanomics policies that aimed to increase female labor supply and keep women on a career path. The policies are surveyed, and the effects are estimated using microdata from the Labor Force Survey combined with data at the prefectural level on day care provision. A difference-in-difference (DD) method is applied to uncover the impacts of the Abe Cabinet's policies. The rapid increase in the provision of infant care, especially in the urban area, has contributed to a strong increase in the labor participation of mothers with young children. In addition, DD method estimates show a strong increase in mothers with infants staying in permanent-contract regular employment. A significant shortening of work hours of workers, especially of parents with infants, is observed, which enabled working mothers to maintain their employment status. A change in the gender wage gap in the Japanese labor market is observed, but much progress is still required to close the large wage gap. [ABSTRACT FROM AUTHOR]

ABSTRACT: This paper considers the impact of personality traits on the change of the gender wage gap. Using data from the German Socioeconomic Panel (SOEP), we first explore how personality traits affect wage growth rates. Then, a decomposition analysis is performed to analyse the dynamic effects of personality traits on the change of the gender wage gap over time. Our empirical results indicate that gender differences in conscientiousness and emotional stability lead to a widening of the wage gap over time. By contrast, gender differences in extraversion lead to a narrowing of the wage gap over time. [ABSTRACT FROM AUTHOR]

This study examines regional differences in the gender wage gap in Spain using matched employer-employee microdata, two different econometric decomposition methods and panel data techniques. Our findings suggest that Spain shows a significant regional heterogeneity in the size of the raw gap, roughly comparable to cross-country differences observed in the European context. The results from the decomposition analysis show that although the bulk of the gender wage gap in Spanish regions is due to differences in the endowments of productive characteristics between males and females there is still a substantial part of the gap that remains unexplained. The analysis of the causes behind the variation of both, the raw and the unexplained gender wage gap by region highlights that several economic, institutional and demographic elements identified in previous studies analysing international differences in the gender wage gap are also relevant to explain regional differences in the gender wage gap in Spain. [ABSTRACT FROM AUTHOR]

The study aims to determine whether the unexplained gender wage gap varies in the different sectors of the economy and to identify the possible causes of these differences. Firstly, we estimate average treatment effect on the individual sectors to identify the unexplained part of gender pay gap. To identify the possible causes of observed variability in unexplained gender wage differences, we use a linear regression model. Using European Union Statistics on Income and Living Conditions (EU-SILC) data for 24 European Union (EU) members, we conclude that the unexplained gender pay gap in the individual sectors varies both within the individual EU countries and among the countries. The most important factors in explaining the differences in the gender pay gap among the individual sectors are ownership and the proportion of women in the sector. On the other hand, the proportion of female managers and the proportion of small companies are not statistically significant factors for the explanation of the variation in the sector-specific gender pay gaps. To the best of my knowledge, this study is the first to present fully comparable estimates of the unexplained sector-specific gender pay gap for the 24 EU countries and to identify the causes of the differences in the unexplained gender pay gap at the sectoral level. [ABSTRACT FROM AUTHOR]

Using within-high-school variation and controlling for a measure of cognitive ability, this article finds that high-school leadership experiences explain a significant portion of the residual gender wage gap and selection into management occupations. Our results imply that high-school leadership could build non-cognitive, productive skills that are rewarded years later in the labour market and that explain a portion of the systematic difference in pay between men and women. Alternatively, high-school leadership could be a proxy variable for personality characteristics that differ between men and women and that drive higher pay and becoming a manager. Because high-school leadership experiences are exogenous to direct labour market experiences, our results leave less room for direct labour market discrimination as a driver of the gender wage gap and occupation selection. [ABSTRACT FROM PUBLISHER]

This paper explores the relationship between the gender division of labor, occupational choices, and the gender wage gap in Italy. In Italy, cultural factors and low availability of formal childcare services define gender roles that are generally based on the male breadwinner model, in which childcare is almost completely entrusted to women. The analysis is carried out through an extension of the Oaxaca–Blinder decomposition and is based on data from the 2007 Italian National Institute for Workers’ Professional Development (ISFOL). The results are consistent with gender discrimination on wages and suggest that women’s occupational paths are often an outcome of limited choices, and that women’s unpaid domestic work negatively interferes with the energy women can put into paid work. These findings support the need to ensure gender equality in and out of the labor market, especially through deep changes in Italian social norms and through the development of formal childcare. [ABSTRACT FROM PUBLISHER]

The present article aims to investigate the effect of government size and trade openness on gender wage gap in developing countries during 2001-2013. The economy model analysis was done using country level aggregate data. The government size positively affected gender wage gap, which indicates that any increase in government size leads to an increase in gender wage gap. In addition, the trade openness coefficient decreases the gender wage gap significantly. In fact, increasing the trade openness coefficient and external investment increases women’s wage on the one hand and decreases gender wage gap on the other. [ABSTRACT FROM AUTHOR]

This paper extends the debate about redressing persistent gender inequality in Australia by examining the relationship between labour productivity and the wage gap in all states and territories (1986–2013). It is a critical case study as Australia’s widening gender wage gap is contrary to other developed nations. Using four different estimation methods, we find that reducing the gap by 10% can boost per capita output up to 3%. To check the robustness of our findings, we also control for the effects of both physical and human capital. Our results suggest there exists a strong business case for eliminating the gender wage gap. Given the tangible benefits to both equity and efficiency, such a goal should be of paramount importance for policy makers. [ABSTRACT FROM AUTHOR]