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Despite the massive incorporation of women into the labor market, equal pay for equal work remains a challenge. This article analyzes the influence of gender diversity in management positions on the gender wage gap (GWG) throughout the entire pay scale in Spain. The results show the existence of a GWG, particularly for wages below the average; though it decreases when female participation in management is higher. This is in line with the reduction of information asymmetry problems considered in statistical discrimination theories, which explain the barriers to promotion associated with dynamics at entry-level and low-qualified positions. JEL CLASSIFICATION: C31, J31, J71, M14 [ABSTRACT FROM AUTHOR]

This paper investigates how labour-market tightness affects market outcomes if firms use informal, self-enforcing, agreements to motivate workers. We characterise profit-maximising equilibria and show that an increase in the supply of homogeneous workers can increase wages. Moreover, even though all workers are identical in terms of skills or productivity, profit-maximising discrimination equilibria exist. There, a group of majority workers is paid higher wages than a group of minority workers, who may even be completely excluded. Minimum wages can reduce such discrimination and increase employment. We discuss how these results relate to empirical evidence on downward wage rigidity, immigration, the gender pay gap and credentialism. [ABSTRACT FROM AUTHOR]

This paper examines three dimensions influencing the gender wage gap: rural employment, type of occupation, and workers' career stage. The findings suggest that (1) rural workplaces are associated with lower wages; (2) women face a higher wage penalty than men in rural, low‐paying jobs; (3) wage determinants differ between low‐ and high‐paying jobs, leading to variable impacts on the gender wage gap; (4) gender wage gaps are significantly narrower for early‐career workers than for older workers; and (5) even minor annual wage disparities contribute to significant wealth gaps by the end of the working life. [ABSTRACT FROM AUTHOR]

This paper develops a method to estimate workers' outside employment opportunities. We outline a matching model with two-sided heterogeneity, from which we derive a sufficient statistic, the "outside options index" (OOI), for the effect of outside options on earnings, holding worker productivity constant. The OOI uses the cross-sectional concentration of similar workers across job types to quantify workers' outside options as a function of workers' commuting costs, preferences, and skills. Using German micro-data, we find that differences in options explain 20% of the gender earnings gap, and that gender gaps in options are mostly due to differences in the implicit costs of commuting and moving. [ABSTRACT FROM AUTHOR]

This research investigates the gender pay gap within Portugal's informal economies, analyzing data spanning the years 2005 to 2020 using Vector Error Correction Models (VECM). The study focuses on four key variables: employers (total), wage and salaried workers (female), wage and salaried workers (male), and educational attainment by way of completing a minimum of upper secondary schooling among a population of age 25+. The findings reveal nuanced relationships among these variables: educational attainment (EA) positively impacts the total number of employers within Portugal's informal economies. A significant correlation exists between EA and wage and salaried workers (female), albeit with complex dynamics. Similarly, EA correlates with wage and salaried workers (male), though the influence is less pronounced. EA also demonstrates a significant association with educational attainment through completing upper secondary schooling among a population of age 25+. These results underscore the multifaceted nature of the gender pay gap within informal economies, influenced by a variety of factors beyond education. Policymakers and stakeholders should consider these findings when designing strategies to promote gender equality in this critical sector, recognizing the need for comprehensive and context-specific approaches. Further research is encouraged to deepen our understanding of this issue and inform evidence-based interventions. [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]

In 2022 organisations in the Republic of Ireland with 250+ employees were required to report on their hourly gender pay gap for the first time. This research combines a comparative quantitative analysis of the statistical data included in 578 published reports and a thematic analysis of the accompanying narratives. The majority of organisations reported a higher mean and median rate of pay for male employees. The overall average GPG across all employees was 11.82 per cent, with a smaller median gap of 8.37 per cent. The reports allow us to see how organisational level characteristics impact the gender pay gap. The variations across organisations, industries and sectors challenge common sense framings of the gender pay gap as a natural and inevitable feature of the contemporary workforce. While the introduction of mandatory GPG reporting marked an important step towards pay transparency, both the implementation and the content of the reports point to significant weaknesses that could undermine the potential to foster genuine change. [ABSTRACT FROM AUTHOR]

We use a database composed of 2,545 Microfinance Institutions (MFIs) worldwide for the period 2008–18 to explore the effect of a larger share of women's workforce on both staff wages and overall monetary compensation within MFIs. MFIs are different from other industries, as they are traditionally women‐centered, i.e. they have a significant share of women employees at every level of the corporate hierarchy and mostly serve women clients. Applying both traditional estimation methodology and techniques aimed at accounting for possible endogeneity among the main variables, we find that a higher proportion of women on staff significantly increases the average expense per worker (which also includes the incentive components of remuneration) while the effects are considerably smoothed (or not significant) on the base salary. This leads us to conclude that, unlike what is seen in other sectors of the economy, MFIs do not pay women less. Yet, significant positive effects of women in the workforce, especially on average overall monetary compensation, suggest that women are likely to exploit their superior skills and/or gender affinity advantages with customers of the same gender to enhance MFIs' efficiency and profitability, thereby achieving higher incentive compensation, mostly in the form of bonuses and other benefits. [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]

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]

By exploiting the opening of the Öresund Bridge between Denmark and Sweden, we examine the impact of access to larger labor markets on wages and employment. We show that the bridge generated a substantial increase in the cross-country commuting behavior of Swedes and a 13.5% increase in the average wage of workers in the region. We further show that the wage gains are unevenly distributed: the effect is largest for high-educated men and smallest for low-educated women. Thus, the wage gains come at the cost of increased income inequality and a widening of the gender wage gap, both within and across households. [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]

The article examines the news media debate on nurses' wages in Finland during the COVID-19 crisis. By looking at the COVID-19 pandemic in the Nordic context, the study presents the pandemic as a societal context in which the care work burden has increased and the value of care is highlighted. The analysis of the COVID-19 public media debate sheds light on how the struggle over nurses' wages features in this societal context. The study contributes to the research on the gender wage gap related to the economic misrecognition of care work, and the analysis draws from the feminist democratic theoretical concept of the public sphere perceiving the COVID-19 public media as a site for political change-making. My analysis of Finnish news media articles identified three important discourses on the objective of pay rises in the care sector: conveying frontline care professionals' experiences during the pandemic and framing them as an economic-political issue; relying on the ideal of common good in the corporatist debate on care professionals' collective economic interests; and presenting expert analyses of the structural causes behind the gendered segregation of the labour market and the economic undervaluation of care work. [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]

Copyright of Femina Politica is the property of Verlag Barbara Budrich GmbH 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.)

Copyright of Cadernos de Gestão Pública e Cidadania is the property of Fundacao Getulio Vargas, Escola Brasileira de Administracao Publica e de Empresas 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 analysed the presence and influence of educational mismatch in the service and industry sectors in Spain, due to the lack of studies of this phenomenon in the latter sector. We also analyse its effect on wages and its role in creating a gender wage gap in the returns to a set of professional and personal characteristics. The heterogeneity in the improvement of workers' qualifications between sectors in Spain and the lack of studies of this phenomenon in the industrial sector motivates interest in this comparative research between industry and services, which includes a gender perspective, given the interest of this topic in wage studies. To this end, an extension of the Mincer wage equation was applied to data from the 2018 Wages Structure Survey conducted by the Spanish National Statistics Institute. The results suggest that educational mismatch has a greater impact on women's wages in the service sector than on those in the industrial sector and on men's wages in both sectors. We also found wage differences in the returns to a set of professional and personal characteristics that suggest that the gender wage gap is greater in the service sector than in the industrial sector. [ABSTRACT FROM AUTHOR]

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]

Despite large literatures on gender and family wage gaps (e.g., the motherhood wage penalty, fatherhood wage premium, and the marriage premium) and widespread recognition that the two gaps are intertwined, the extent and pattern of their relationships are underexplored. Using data from the 2018 Survey of Income and Program Participation, we show that family wage gaps are strongly associated with the gender wage gap, as long assumed in the literature, but with important caveats. The gender-differentiated wage returns to parenthood contribute 29 percent of the gender wage gap. One third of this is associated with occupation, but very little with other worker and job attributes. The gender-differentiated returns to marriage contribute another 33 percent, two thirds of which is associated with worker and job attributes but very little with occupation. However, 36 percent of the gender wage gap is unrelated to these family wage gaps, and the gender wage gap among childless workers remains substantial. Moreover, for Black and Hispanic workers, the pattern of association is more complex and generally weaker than for White workers. These results caution against focusing solely on the wage gap between "mothers and others" and suggest new directions for research. [ABSTRACT FROM AUTHOR]

The article discusses the introduction of a new program called Insect Science Career Data (ISCD) by the Entomological Society of America (ESA). ISCD is a research platform that allows individuals in the field of insect science to anonymously enter their salary and benefit information and compare it with others in the same field. The program aims to provide greater transparency in salary ranges and employment data, promote pay equity, and help job seekers negotiate better compensation packages. The article also highlights the gender pay gap in the entomological sciences and the importance of addressing it. Membership in ESA is not required to participate in the program, but ESA members can access customized and filterable results for free. The article concludes by encouraging individuals to participate in the program to help build a comprehensive database of employment trends in the field. [Extracted from the article]

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]

The authors deploy a measure of occupational mismatch based on the discrepancy between the portfolio of skills required by an occupation and the array of abilities possessed by the worker for learning those skills. Using data from the Occupational Information Network (O*NET) and the 1979 and 1997 National Longitudinal Survey of Youth (NLSY79 and NLSY97), they report distinct gender differences in match quality and changes in match quality over the course of careers. They also show that a substantial portion of the gender wage gap stems from match quality differences among the college educated. College-educated females show a significantly greater likelihood of mismatch than do males. Moreover, individuals with children and those in more flexible occupations tend to experience a larger degree of mismatch. Cohort effects are also evident in the data: College-educated males of the younger cohort (NLSY97) are worse off in terms of match quality compared to the older cohort (NLSY79), even as the younger cohort of women is doing better on average. [ABSTRACT FROM AUTHOR]

Investigating the impact of fertility on the wage earnings of men and women and its trends is important for understanding and coping with both the widening gender wage gap and the continuously declining fertility rate in China. Through an in-depth analysis of China Health and Nutrition Survey data from 1989 to 2015, the study finds that in the late 1980s, fertility had a significant positive impact on the wage earnings of men in China, while the negative impact on women's wages was not significant. Over time, the fatherhood wage premium has been declining, while the motherhood wage penalty has been rising at a faster rate, and the gender wage gap has been widening. The expansion of the market sector in China since the deepening of reforms in 1992 is an important reason for the rapid increase of motherhood wage penalty. [ABSTRACT FROM AUTHOR]

In several US state legislatures, the number of women lawmakers has recently reached unprecedented levels. This raises the following question: what are the policy consequences associated with an increase in women legislators? While legislative scholars have uncovered that an increase in representation through women state lawmakers can result in different policy outcomes, one outcome that has not been considered is the size of the gender wage gap. In this research note, we develop the theoretical linkage that connects gender representation in state legislatures to the level of pay inequality within a state. We test our theoretical expectation with two different measures of pay inequality at the state level using panel data. Our results suggest that an increase in women state lawmakers corresponds to a smaller wage gap between men and women within the state. These findings deepen our understanding of the importance of gender representation in state legislatures. [ABSTRACT FROM AUTHOR]

This study examines gender differences in human capital, performance characteristics, and earnings among elite athletes in semi-professional sports in Germany. In 2018, a nationwide online survey of elite athletes supported by the German Sports Aid Foundation was conducted where they were asked about their life and earnings situation (n = 1064). Regression analyses were estimated to identify the role of gender while controlling for human capital and performance characteristics. The results showed a significant gender earnings gap in favor of male athletes for annual earnings and calculatory wage rate. This gap is mainly driven by gender differences in earnings from work and public sport funding, while financial support from the German Sports Aid Foundation and from family/friends attenuated the gap. The results can be explained by treatment discrimination and male athletes' preferences for current work, while female athletes invested significantly more time into studying/learning and their human capital, respectively. The findings have implications for funding institutions as well as people involved in supporting elite athletes in semi-professional sports. Since earnings data are typically not publicly available, this study relies on unique data to examine athletes' earnings taking a gender perspective. [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]

Copyright of Ekonomik Yaklaşim is the property of Ekonomik Yaklasim Dernegi (Ekonomik Yaklasim Association) 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.)

Heathcote et al. (2010) conducted an empirical analysis of several dimensions of inequality in the United States over the years 1967-2006, using publicly-available survey data. This paper expands the analysis, and extends it to 2021. We find that since the early 2000s, the college wage premium has stopped growing, and the race wage gap has stalled. However, the gender wage gap has kept shrinking. Both individual- and household-level income inequality have continued to rise at the top, while the cyclical component of inequality dominates dynamics below the median. Inequality in consumption expenditures has remained remarkably stable over time. Income pooling within the family and redistribution by the government have enormous impacts on the dynamics of household-level inequality, with the role of the family diminishing and that of the government growing over time. In particular, largely due to generous government transfers, the COVID recession has been the first downturn in fifty years in which inequality in disposable income and consumption actually declined. [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.)

Since the reform and opening up, the socioeconomic status of women in rural China has risen rapidly. However, unlike men, women have not been able to earn higher wages by "working in all directions". Based on the interview data of 2064 migrant workers, this paper explores the nonlinear interaction of individual characteristics and urban geographic factors with gender differences in migrant workers' wages with the help of random forest regression models. The results show the following: (1) migrant workers' wages show obvious gender differences in different dimensions, but in general, men's wages are higher than women's wages; (2) there are also gender differences in the influencing factors of migrant workers' wages. Work experience is more important for male migrant workers' wages, age is more important for female migrant workers' wages, and there is a variable effect of each factor on migrant workers' wages. This paper is of great help in understanding the travel trajectories of migrant workers and gender differences in wages and holds reference value for guiding migrant workers in choosing jobs and places and increasing their income. [ABSTRACT FROM AUTHOR]

Using rich data on graduate tenure‐track faculty, we explore the gender pay gap in academic departments of economics and agricultural/applied economics and the differences between them. We find that the gender pay gaps in economics and agricultural/applied economics are 8.3% and 4.1%, respectively, controlling for faculty rank, experience, and university affiliation. The gender pay gap increases with rank and varies across institutions. Productivity is an important determinant of wages but it explains little of the gender pay gap. While the lower unexplained gap in agricultural/applied economics is laudable, a greater share of women who are assistant and associate professors is part of the explanation. Given institutional differences, we explore the extent to which institutional factors—differences in the returns to observed characteristics, such as rank; unobserved characteristics; and institutional differences in pay levels—contribute to the gender pay gap. [ABSTRACT FROM AUTHOR]

Remuneration is a measure of the purchasing power of the population that shows how wealthy the given society is. Analysis of remuneration received by different groups provides information about inequalities between and within the analyzed groups. One of the groups whose pay is lower than the average are women. In this article the attempt to indicate reasons for such inequality is undertaken. In the research presented in the article the main objective is to verify the significance of occupations and industries in shaping the gender wage gap in contemporary Poland. The research was based on data from the Polish Earning Survey, which was conducted by Sedlak & Sedlak for a single year, 2018. The results obtained show that the gender wage gap in Poland is explained in 36% by occupations and 15% by industry in which women are employed, which proves the significance of location factors in shaping gender wage gap. [ABSTRACT FROM AUTHOR]

This paper aimed to investigate whether gender diversity in the board affects the effectiveness of monitoring in order to reduce the total and variable remuneration of executives, the practice of earnings management, and the sensitivity of CEO turnover to the performance of Brazilian companies. We analyzed 199 companies listed on B3 between 2011 and 2018. The results indicate that gender diversity on the board has a negative effect on the total and variable remuneration of executives, and the participation of 11% to 20% of women on the board has a negative effect on earnings management. Although it has no direct effect on the probability of CEO turnover, gender diversity takes away the explanatory power of the ROA. We understand that gender diversity on the board of directors improves the effectiveness of the monitoring functions investigated, although this is an overdue effect when other governance proxies are considered. [ABSTRACT FROM AUTHOR]

This study examines the earnings differential in each year from 2000-2020 to determine if the gender pay gap has changed in recent years. We estimate average weekly wages for full-time, year-round workers for men and women to determine women's wages relative to men's wages for each year. Our results show that although average earnings for women relative to men have increased since 2000 when adjusting for individual worker characteristics, we find little progress in shrinking the gender wage gap. This result is even more discouraging since women's education rates have increased at a significantly higher rate during this time. [ABSTRACT FROM AUTHOR]

This study examines how the timing of salary negotiations contributes to the gender pay gap in academia. Using survey data from a public research university in the United States, we demonstrate that women faculty are indeed paid significantly less than their male counterparts. We also show that women faculty are actually more likely to engage in salary negotiations at the outset of their careers but that their greater relative tendency to negotiate disappears entirely by the time of tenure, which we attribute to familial obligations and other pressures that limit their ability to seek competing offers. Finally, and critically, the results indicate that only negotiations at the stage of tenure have a meaningful impact on professors' salaries. [ABSTRACT FROM AUTHOR]

This paper provides estimates of returns to education by nature of employment by gender from 1993–94 to 2017–18 and also separates returns from vocational and general education in India. The paper addresses the sample selectivity issue arising from the endogenous choice of employment status in a Mincerian wage earnings equation using the multinomial-selection approach. The study found positive and incremental marginal returns with levels of general education accruing on self-employed workers, both male and female, albeit with a huge gender wage gap. The graduate level of education renders high returns for both male and female self-employed workers. On the other hand, vocational education and training (VET) is found to be beneficial only for self-employed men and not for self-employed women. Given the insignificant returns to VET for women, it is uncertain how women may benefit from the reforms in vocational education brought about through the National Education Policy (NEP) 2020. Unless there is a significant expansion in skilled jobs, no amount of policy reforms towards developing skills of labour force would fructify. [ABSTRACT FROM AUTHOR]

In this paper, we investigate the child penalty in Russia using data from the Russian Longitudinal Monitoring Survey (RLMS) and the methodological framework of event studies. We find that five years after childbirth, women suffer an earnings penalty, while no effect is observed for men. The mothers' penalty stems exclusively from lower employment after childbirth. Contrary to similar studies on Western Europe and the US, we do not find penalties in terms of working hours or hourly wage rates for women who remain in the labour force. We further find that mothers' employment penalty is strongly driven by household characteristics and by their spouses' beliefs. Finally, we find that parenthood decreases the probability of working in supervisory positions for mothers and in the public sector for fathers. [ABSTRACT FROM AUTHOR]

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]

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.

This paper challenges the predominant conceptualization of the wage structure as gender-neutral, emphasizing the contribution that this makes to the gender wage gap. Unlike most decomposition analyses, which concentrated on gender differences in productivity-enhancing characteristics (the 'explained' portion), we concentrate on the 'wage structure' (the 'unexplained' portion), which can be defined as the market returns to productivity-enhancing characteristics. These returns are commonly considered a reflection of non-gendered economic forces of supply and demand, and gender differences in these returns are attributed to market failure or measurement error. Using PSID data on working-age employees from 1980 to 2010, we examine gender differences in returns to education and work experience in the U.S. labor market. Based on a threefold decomposition, we estimate the contribution of these differences to the overall pay gap. The results show that men's returns to education and work experience are higher than women's; and that in contrast to the well-documented trend of narrowing gender gaps in skills and earnings, the gaps in returns increase over time in men's favor. Furthermore, the existing gender differences in returns to skills explain a much larger proportion of the gender wage gap than differences in levels of education and experience between men and women. The paper discusses the mechanisms underlying these findings. [ABSTRACT FROM AUTHOR]

The objective of this research is to analyze the effect of gender and ethnicity on the gender wage gap among farmworkers in the northwest region of Mexico, based on the 2020 census sample. By employing matching estimates and Inverse Probability Weighted Regression Adjustment (IPWRA) models, the effects on the mean and throughout the wage distribution of the sample are studied. It is observed that, in relation to gender and ethnicity, these are negative, especially when considered simultaneously, since among indigenous farmworkers, it is women who have the worst salaries. For women there are conditions of both a "sticky floor" and a "glass ceiling," and for men only the second. The results indicate that part of this difference can be interpreted as a result of discrimination. [ABSTRACT FROM AUTHOR]

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Work–family policies are meant to support labor force participants, but they often result in lower rewards for those who use them. Based on the ideal worker norm framework and signalling theory, we hypothesise that parental leave duration will result in lower wage growth, above and beyond that of having children. The 1997 National Longitudinal Survey of Youth data from 2000 to 2015 are used to test the hypotheses with a longitudinal sample (14 waves) of individuals in the United States who worked before and after taking parental leave (n = 6723). Discontinuous growth models are used to predict the penalty for parental leave duration for men and women. We find that both men and women suffer from a lower hourly wage growth for taking longer parental leave and that there are more severe penalties for taking paid parental leave than taking unpaid parental leave. Practitioner notes: What is currently known?utilization of parental leave is significantly related to the wellbeing of employees and their families.However, employees are penalized for taking parental leave. What this study adds?Paid parental leave, which is mostly available to skilled, professional employees carries a noticeable early‐career wage penalty, but the use of unpaid leave, does not.Both men and women are penalized for taking parental leave, but the longer parental leaves women take increase the gender pay gap. Implications for practitioners:HR practitioners should monitor whether employees are penalized for taking parental leave.HR practitioners should try incentivizing male employees to take parental leave that is comparable to the one taken by their female employees. [ABSTRACT FROM AUTHOR]

The primary aim of pay transparency measures is to make pay systems less opaque and to reduce the gender pay gap. To investigate the behavioural implications of pay transparency measures, we ran an incentivized online experiment focused on the effects on employees' performance, provision of extra effort and actions to correct pay disparities. We found that overall pay transparency does not disrupt employees' performance. However, by revealing relative wages, it does interfere with the provision of effort and extra effort of employees with a below-average wage. Moreover, we found that pay transparency increased potentially justified requests to correct pay disparities while decreasing unjustified requests. Our evidence also shows that employee's effort and action against unfair pay are more sensitive to lower relative wage with respect to own gender, rather than the other gender. We discuss potential policy implications of these findings and argue that more research should be carried out to better understand the efficiency of transparency measures, with a particular focus on gender reference groups. [ABSTRACT FROM AUTHOR]