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Purpose: The purpose of this study was to examine the boundary conditions of Kanter's (1977) tokenism theory as applied to the gender wage gap. The authors aimed to discover if there was a point where the relationship between the percentage of women in a job category and the gender wage gap changed, and, if so, where the threshold was located and what was the nature of the shift in relationship. Design/methodology/approach: The authors used the Andrews' (1993) threshold effects technique. Using 22 separate years of publicly available Canadian wage data, they examined the relationship between the percentage of females in 40 unique occupational categories and the female-to-male earnings ratio (for a total of 880 observations). Findings: The results showed the existence of a threshold point, and that early gains in percent female within an occupation, up to approximately 14% female in the occupation, associate with strong gains in the female-to-male wage ratio. However, beyond that point, further gains in percent female associate with smaller improvements in the female-to-male wage ratio. Practical implications: The findings are useful in understanding the dynamics of occupational group gender composition, potential theoretical reasons for the nuances in relationship, as well as opportunities that may facilitate more equitable outcomes. Originality/value: The results show that, though improvements were made above and below the threshold point, enhancements in the wage gap are actually larger when there are less women in the job category (e.g. tokens). [ABSTRACT FROM AUTHOR]

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In this interview article, we embark on a fascinating journey through time alongside the winners of the 2023 DRUID Best Paper Award. DRUID, an annual research conference renowned as the hub of cutting-edge research on innovation and the dynamics of structural, institutional, and geographic change, bestows this award on the most innovative and exceptional conference submission. As longstanding allies of DRUID, Industry and Innovation offers an exclusive peek behind the curtains, unveiling the untold stories that underlie award-winning research. In 2023, this coveted DRUID prize was awarded to a paper by Ljubica Nedelkoska, Shreyas Gadgin Matha, James McNerney, Andre Assumpcao, Dario Diodato, and Frank Neffke. Their work stands out through an impressive data collection effort and the exploration of a compelling and urgent research question – how technological change has impacted the gender pay gap. Throughout this interview, the author team takes us down memory lane, retelling the story behind their research project. On this journey through time, we trace the genesis of the authors' innovative ideas and the intricate pathways they navigated in their quest to understand the past as a means of unravelling the future of work and its implications for gender inequality in the labour market. This journey not only takes us back in time but also points to potential avenues for future research and open questions that lie ahead. [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]

This article examines the gender wage gap among college graduates in Sweden, with a focus on college major choices and precollege skills. The authors analyze Swedish register data and find that men and women tend to choose different majors, and majors with a higher proportion of women have lower average wages. College major choices account for a significant portion of the gender wage gap, but skill differences have little impact on within-major wage gaps. The study also reveals that women born between 1972 and 1977 experience an average wage gap of 18% compared to men of the same age. While educational sorting explains a significant portion of the gender wage gap, substantial gaps still persist. The analysis suggests that differences in skill prices and coefficients on covariates have minimal effect on the within-major gender gap, with most of the gap being attributed to differences in starting wages. [Extracted from the article]

The article "Thinking about Parents: Gender and Field of Study" by Michela Carlana and Lucia Corno discusses the impact of parental recommendations on students' choice of field of study, particularly in relation to gender segregation. The authors conducted an experiment with 2,000 children in Italy and found that children perceive gender-stereotypical recommendations from their parents, with girls feeling less supported in math and boys feeling less supported in literature. The study also revealed that thinking about mothers' recommendations decreases the likelihood of girls choosing math compared to literature, while thinking about fathers' recommendations negatively influences girls' choice of math and positively influences boys' choice, although not significantly. The results emphasize the role parents play in shaping children's choices and perpetuating gender stereotypes in education. The study suggests that raising awareness among parents about the impact of gender stereotypes may help reduce gender disparities in field choice. [Extracted from the article]

This article examines the gender pay gap in the United States, specifically focusing on whether the gap is largest at the top of the pay scale. The authors analyze data from the American Community Survey and find that while the pay gap is significant at the top, it is also significant at the bottom of the distribution. They also observe that the pay gap has decreased since 2006, with larger declines among those with bachelor's and advanced degrees. The study emphasizes the importance of considering education level and work hours when understanding the gender pay gap. Additionally, the article "Hours Constraints, Occupational Choice, and Gender: Evidence from Medical Residents" by Melanie Wasserman explores the relationship between working hours, career choices, and gender among medical residents. The study finds that female residents are more likely to choose specialties with fewer working hours compared to male residents, suggesting that working hour constraints may influence gender differences in occupational choices. This research provides valuable insights into the factors that shape career decisions in the medical field and highlights the need to address gender disparities in the workplace. [Extracted from the article]

Introduction and objectives: Before the COVID-19 pandemic, Serbia belonged to the group of post-transition countries that were determined to reduce gender inequalities in the labour market through an improved institutional framework and measures to promote women's employment. However, the gender wage gap remains significant. This paper uses data from the Survey on Income and Living Conditions to examine the gender wage gap in Serbia. Methods: The estimates of the stochastic frontier model were obtained using the maximum likelihood estimation method. Results: The results indicate a statistically significant gender wage gap, showing that women on average have a log hourly wage 0.109 and 0.098 lower than men in 2019 and 2020, respectively. The labour market shows similar efficiency of employees. Conclusion: It is predicted that women are paid less than men, even after controlling for the observed factors. Comparing this with the results of previous studies, it can be concluded that the COVID-19 pandemic has contributed to a slight worsening of gender inequalities in the Serbian labour market. Implications and research limitation: Women's financial vulnerability can be exacerbated by leaving the workforce, taking up part-time employment or working in a job with lower benefits. The latter position of women in the labour market or their recognition as potential beneficiaries by pension and social security systems are two ways in which this has practical implications for the public policy. Similar research using data from the post-COVID-19 period would be of great value in assessing changes in women's position in the labour market. [ABSTRACT FROM AUTHOR]

We analyzed gender pay gap in academia using detailed performance data of all faculty members at the Beedie School of Business, Simon Fraser University, during 2012–2022. Although we initially observed a small average pay gap in favor of male academics, we found that female academics received higher remuneration compared to their male counterparts, once we controlled for research and teaching productivity, prior education and work experience, ethnicity, and various academic appointments. Our results provide an insight into possible sources of gender bias and highlight the need to control for teaching and research performance when investigating gender pay gaps. [ABSTRACT FROM AUTHOR]

Prior studies show that women are more willing to accept lower wages for shorter commutes than men. We show that gender differences in commuting preferences lead to a gender wage gap only if there is a wage penalty for shortening commutes, determined by the geography of jobs. We demonstrate this by showing that the commuting and wage gaps are considerably smaller among workers living near city centers, especially for occupations with a high geographic concentration of high-wage jobs. We highlight the geography of jobs as a key force that amplifies the impact of commuting preferences on the gender wage gap. [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 paper analyzes one of the causes of the current gender-unbalanced situation in the labor market: the discrimination that individuals face at work due to their commitment to unpaid care work. It aims at finding mechanisms that may induce a change from the current unbalanced situation to a world in which males and females are found in more equal shares in all professions and at all levels. I construct a formal model that includes the heterogeneity of individuals regarding their family commitments and I investigate how it affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income and for not being able to contribute as much to their family commitments. I compare the results for the female and male sections of the society and I illustrate the observed gender gaps in terms of labor market participation, income levels, and the overall utility obtained. I find that even though the gender wage gap may be alleviated with reductions in the cost associated to unpaid care work, the gender utility gap will persist. [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]

Purpose: The social inclusion of immigrants has been a central public policy issue in European countries, and entrepreneurship is often promoted as a form of integration. Female immigrants face double discrimination of gender and ethnicity while becoming entrepreneurs. The aim of the paper is to investigate the female empowerment in the host country as a predictor of immigrant women engagement in entrepreneurship. Design/methodology/approach: Based on panel data for European Union countries for years 2006–2021, female immigrant entrepreneurship was modelled by the impact of variables showing the empowerment of women in host countries. Data availability was the determinant regarding the inclusion of 22 countries: Austria, Belgium, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Luxembourg, Malta, Netherlands, Poland, Portugal, Slovenia, Spain and Sweden were all in the research sample. Findings: Although immigrant entrepreneurship is highly context-oriented and locale-specific (as in the physical setting for relationships among people), some universal patterns for a group of countries are found. A stronger political and managerial position of power for the women in host countries encourages female immigrant entrepreneurship, while the gender pay gap is statistically insignificant. Originality/value: The originality of the paper is due to the multi-country level and female-focused research perspectives in immigrant entrepreneurship. The study refers to the intersectionality of gender and ethnicity, arguing that the empowerment of women in host countries affects female immigrant entrepreneurship at the macro-level. [ABSTRACT FROM AUTHOR]

The Dependency Structure of Bad Jobs: How Market Constraint Undermines Job Quality. I See i Cornell, Angela B. Trotter, Joe William, Jr. I See i Osterman, Paul. Myers, Samuel L., Jr. I See i Darity, William A., Jr. Narayan, Ayushi. Xu, Man. I See i Darity, William A., Jr. Yang, Jooyoung. Trotter, Joe William, Jr. I See i Osterman, Paul. [Extracted from the article]

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]

The journal announces that the article "The Hidden Cost of Prayer: Religiosity and the Gender Wage Gap” by Traci Sitzmann and Beth (E.M.) Campbell won the 2021 AMJ Best Paper Award and the article "Health Care’s Grand Challenge: Stimulating Basic Science on Diseases that Primarily Afflict the Poor" by Keyvan Vakili and Anita (A.M.) McGahan won the 2022 AMJ Research Impact Award.

The gender pay gap continues to exist in Estonia, irrespective of its economic and social development, since the country’s inception. Addressing the prevalence of the gender pay gap is significant in the social and economic development of Estonia, as it reflects equal opportunities and social justice in a given society. Reducing the gender pay gap helps ensure that individuals, irrespective of their gender differences, receive equitable pay for their contributions, which can result in increasing their financial security and quality of life while developing an inclusive society. This study examines the gender wage gap and sexism in Estonia and compares sexism in Estonia with Sweden, in order to understand its antecedents. The findings indicate that Estonia has the highest gender wage gap in the European Union. The findings also highlight a significant level of sexism based on societal beliefs associating women’s higher earnings with marital issues and the inability to care for their children. The study further identifies education and income and significant factors influencing the prevalence of sexism in Estonia and Sweden, providing implications for increasing education and employment opportunities for women, implementing fair pay practices, and promoting workplace equality to ensure an inclusive and empowered society in Estonia.

The article by Soohyung Lee in the Asian Economic Papers discusses the gender wage gap in Cambodia, highlighting the importance of utilizing female labor for a country's economic growth. The study uses data from the Cambodia Socio-Economic Survey to show that female wage earners in Cambodia earn significantly less than male wage earners, with observable differences accounting for only a small portion of this gap. The author suggests addressing missing information in the study, further investigating the underlying mechanisms behind the gender gap in Cambodia, and conducting a longer-term analysis post-COVID-19 to understand its impact on the gender wage gap. [Extracted from the article]

Betsey Stevenson of University of Michigan reviews "Career and Family: Women's Century-Long Journey toward Equity" by Claudia Golden. The Econlit abstract of this book begins: "Explores the reasons for the persisting gender earnings gap, focusing on women's role in the American economy and how it has transformed over the last century." [ABSTRACT FROM AUTHOR]

This article discusses the importance of gender diversity in the workplace and its impact on job retention, specifically among academic economists. The author introduces the concept of the gender Gini index, which measures the departure from perfect equality in terms of job tenure among male and female faculty members. The article presents regression results that show a direct relationship between the percentage of female faculty and the female gender Gini, indicating that senior female faculty are more likely to extend their job tenure as younger female faculty members join their ranks. The article suggests that supportive and inclusive environments that successfully recruit young women are also more likely to retain senior female faculty. [Extracted from the article]

The article discusses a book titled "South Korean Education and Learning Excellence as a Hallyu: Ethnographic Understandings of a Nation's Academic Success" by Young Chun Kim, Jae-seong Jo, and Jung-Hoon Jung. The book explores the impact of the Korean Wave (Hallyu) on South Korea's culture and economy, particularly in relation to the country's education system. The authors argue that the Korean education system, characterized by high academic achievement, should be recognized as a cultural asset and promoted globally. However, the article also highlights the need for structural reforms within the Korean education system and acknowledges the limitations and complexities of applying universal generalizations to all educators and students in Korea. The authors propose a paradigm shift that prioritizes optimizing learning efficiency and acknowledges the diverse strengths and perspectives of Korean teaching. The article concludes by emphasizing the importance of cultural diversity in education and the need for nuanced analysis and exploration of different educational systems. [Extracted from the article]

To determine the impact of abortion legislation on mental health during pregnancy and postpartum and assess whether pregnancy intention mediates associations. We quantified associations between restrictive abortion laws and stress, depression symptoms during and after pregnancy, and depression diagnoses after pregnancy using longitudinal data from Nurses' Health Study 3 in 2010–2017 (4091 participants, 4988 pregnancies) using structural equation models with repeated measures, controlling for sociodemographics, prior depression, state economic and sociopolitical measures (unemployment rate, gender wage gap, Gini index, percentage of state legislatures who are women, Democratic governor). Restrictive abortion legislation was associated with unintended pregnancies (β = 0.127, p = 0.02). These were, in turn, associated with increased risks of stress and depression symptoms during pregnancy (total indirect effects β = 0.035, p = 0.03; β = 0.029, p = 0.03, respectively, corresponding <1% increase in probability), but not after pregnancy. Abortion restrictions are associated with higher proportions of unintended pregnancies, which are associated with increased risks of stress and depression during pregnancy. [ABSTRACT FROM AUTHOR]

This study analyzes the evolution of Para guay's gender earnings gap from 2002 to 2019. It uses data from household surveys harmonized by the IDB. We estimate the gap using Blinder-Oaxaca and Ñopo decompositions and find that much of the gap cannot be explained by factors like experience, personal and family characteristics, industry, occupation, region, or setting and is likely tied to regulatory factors, biases, or discrimination. The gap is widest in the informal sector, especially among less educated and rural people. Regarding a nationwide widening or narrowing of the gap we find no clear trend during the period analyzed. [ABSTRACT FROM AUTHOR]

This article investigates to what extent the working from home (WFH) feasibility of occupations can influence the gender wag gap (GWG) at the mean and along the wage distribution. Based on Oaxaca–Blinder decompositions and unconditional quantile regressions, results show that the GWG is greater among women working in an occupation with a high level of WFH feasibility. We find evidence of both sticky floor and glass ceiling effects for employees with high WFH feasibility and only a sticky floor effect for the group with low WFH feasibility. The positive association revealed between the level of WFH feasibility and the GWG appears particularly strong among older and married women employees. These results underscore that the WFH feasibility may play an important role in exacerbating future gender gaps in wages, as WFH is expected to remain a normal practice beyond the COVID-19 pandemic. HIGHLIGHTS Working from home (WFH) feasibility of occupations influences the gender wage gap (GWG) in Italy. GWG is overall wider among employees with high WFH feasibility than employees with low WFH feasibility. The GWG is higher among older and married women employees. A possible explanation is Italy's ungenerous work–family policies and poor childcare availability. There is a need for policies aimed at regulating WFH from a gender-equality perspective. [ABSTRACT FROM AUTHOR]

This document is a list of references and citations for various articles and books related to the topic of intellectual humility. The sources cover a range of perspectives and disciplines, including philosophy, psychology, and political science. The articles and books explore the concept of intellectual humility, its relationship to other virtues, and its implications for various aspects of society, such as politics and education. The document provides a comprehensive list of resources for library patrons conducting research on intellectual humility and related topics. [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]

Anecdotal evidence for several developing countries suggests that foreign direct investment and multinational enterprises (MNEs) may be an important conduit of cultural exchange. Recent work in economics has explored the role that MNEs play in transferring gender equality around the globe, but with mixed results. In this paper, we consider the implications of increased foreign direct investment in Brazil on the transmission of high‐quality gender policy and practice. In particular, we investigate whether workers with experience at multinational firms, now employed in domestic firms with no foreign influence, help to change gender‐specific outcomes at their Brazilian companies. We next ask whether it matters from where the foreign direct investment originates—that is, do workers with experience in MNEs with headquarters in relatively gender‐equal countries transfer best practices toward women better than do workers with experience in MNEs from relatively more gender‐unequal countries? Increasing the share of workers with MNE experience modestly improves the gender earnings gap in some specifications. Additionally, workers in management positions offer the strongest positive contributions to closing gender gaps. However, despite the many theoretical reasons and suggestive empirical evidence from previous literature to expect differential implications across FDI‐source countries, our data fail to support this notion. [ABSTRACT FROM AUTHOR]

This article explores the issue of inequality by using the example of the banking and financial services industry workers' wages in 2022 in the most famous American metropolitan areas, focusing on 3 of its dimensions: gender inequality, racial inequality, and pay gaps in this sector compared to others. The study is based on data from the American Community Survey (ACS) conducted by the Census Bureau. Population-level figures are derived using the replicate weights calculated in the article using STATA 16.1 software (the information in the ACS is contained in raw microdata form, the ACS is a probability sample, so the sampling weights derived by factoring in the non-response bias are essential to arrive at the population-level estimates). The financial services sector plays a significant role in the economies of these metropolitan areas, employing an average of 7.77% of adult workers (the highest in Phoenix (10.41%) and Dallas (9.77%)). The study showed that in these megacities, financial services workers earned 64.77% more in 2022 than workers in other sectors of the local economy, with the highest gap in New York (111.24%) and Boston (80.81%). Women in the financial sector of these cities earn, on average, 65.59% less than men, with the largest gender gap in Chicago (71.84%) and Dallas (71.26%). The earnings gap for black and non-white workers compared to their white counterparts in the cities studied averaged 36.16%, with the largest sectoral gaps in Houston (60.14%) and Riverside (55.06%). The findings can inform the development of policies that promote equitable pay practices, enforce stronger anti-discrimination laws, and support diversity and inclusion initiatives within the industry. [ABSTRACT FROM AUTHOR]

We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically 'masculine', while others (such as human resources) are considered typically 'feminine'. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid. [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]

The gender pay gap among firms' upper echelons is a prominent issue not only because it concerns equality in the workplace, but also because it may impact firms' culture and performance. Responding to calls to better understand how stakeholder expectations and pressures might influence the gender pay gap, this study examines the role of a key stakeholder group, i.e., financial analysts, in curbing the executive gender pay gap. Drawing on the stakeholder and attention-based views of the firm, we contend that analyst coverage may counter the pay gap by: (a) raising other stakeholders' attention on discriminatory pay-setting practices; and (b) reducing information asymmetries in the executive labor market. Both firm- and individual-level econometric analyses on a sample of 38,211 executives working in 3,473 firms support our hypothesis: an increase in analyst firm coverage helps to reduce the gender pay gap among the top executives of S&P 1500 firms between 1992 and 2016. Post-hoc analyses—that use the closure of brokerage houses as an exogeneous shock—lend further support to our claims. Our results advance the literature at the nexus of the stakeholder theory and attention-based view of the firm by unveiling the role of intermediaries in channeling the limited stakeholder attention to certain firms, contributing to the development of a stakeholder-based theory of executive pay. [ABSTRACT FROM AUTHOR]

Although the Chinese government has implemented a variety of measures, the gender wage gap in 21st century China has not decreased. A significant body of literature has studied this phenomenon using sector segmentation theory, but these studies have overlooked the importance of the collective economy beyond the public and private sectors. Moreover, they have lacked assessment of the gender wage gap across different wage groups, hindering an accurate estimation of the gender wage gap in China, and the formulation of appropriate recommendations. Utilizing micro-level data from 2004, 2008, and 2013, this paper examines trends in the gender wage gap within the public sector, private sector, and collective economy. Employing a selection bias correction based on the multinomial logit model, this study finds that the gender wage gap is smallest and most stable within the public sector. Furthermore, the private sector surpasses the collective economy in this period, becoming the sector with the largest gender wage gap. Meanwhile, a recentered influence function regression reveals a substantial gender wage gap among the low-wage population in all three sectors, as well as among the high-wage population in the private sector. Additionally, employing Brown wage decomposition, this study concludes that inter-sector, rather than intra-sector, differences account for the largest share of the gender wage gap, with gender discrimination in certain sectors identified as the primary cause. Finally, this paper provides policy recommendations aimed at addressing the gender wage gap among low-wage groups and within the private sector. [ABSTRACT FROM AUTHOR]

The article discusses the issue of work-family conflict in modern societies, particularly in the European Union (EU). The EU is facing demographic challenges due to low fertility rates and an aging population, which could impact its global economic standing. To address these challenges, the EU has proposed various policy tools, including measures to reconcile family aspirations and paid work. The article highlights the importance of supporting individuals in choosing both a career and a family, addressing gender inequalities in the labor market, providing affordable childcare, and implementing flexible work arrangements. Additionally, targeted tax and benefit reforms are suggested to ensure that work is financially rewarding. [Extracted from the article]

• 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]

A survey sent to fellows of the Australian and New Zealand College of Anaesthetists (ANZCA) aimed to document issues affecting gender equity in the anaesthesia workplace. A response rate of 38% was achieved, with women representing a greater proportion of respondents (64.2%). On average women worked fewer hours than men and spent a larger percentage of time in public practice; however, satisfaction rates were similar between genders. There was a gender pay gap which could not be explained by the number of hours worked or years since achieving fellowship. The rates of bullying and harassment were high among all genders and have not changed in 20 years since the first gender equity survey by Strange Khursandi in 1998. Women perceived that they were more likely to be discriminated against particularly in the presence of other sources of discrimination, and highlighted the importance of the need for diversity and inclusion in anaesthetic workplaces. Furthermore, women reported higher rates of caregiving and unpaid domestic responsibilities, confirming that anaesthetists are not immune to the factors affecting broader society despite our professional status. The overall effect was summarised by half of female respondents reporting that they felt their gender was a barrier to a career in anaesthesia. While unable to be included in statistics due to low numbers, non-binary gendered anaesthetists responded and must be included in all future work. The inequities documented here are evidence that ANZCA's gender equity subcommittee must continue promoting and implementing policies in workplaces across Australia and New Zealand. [ABSTRACT FROM AUTHOR]

This document is an abstract of articles published in the Review of Radical Political Economics. The first article discusses the contributions of Marxist Dependency Theory (MDT) in analyzing financialized capitalism dynamics and the rise of a globalized working class. The second article explores the relationship between labor intensification and the rate of exploitation, concluding that intensification of labor always leads to an increase in the rate of exploitation. The third article examines the gender wage gap and wage-productivity decoupling in the US manufacturing sector, finding that gender wage inequality was a source of profitability but has been decreasing over time. The fourth article investigates the relationship between financialization and militarization in the United States, suggesting that financialization is parallel to the decline in profit rates and leads to larger military expenditure. The fifth article challenges Say's Law in a monetary economy of production, arguing that firms create insufficient purchasing power to buy what they produce. The sixth article presents a new understanding of the value form and the fetishism of the commodity, emphasizing the specific relationship between commodity owners. The document also includes tributes to Herb Gintis and book reviews. [Extracted from the article]

The declining gender wage gap (GWG) and the wage-productivity decoupling (WPD) are two emerging phenomena for the United States since the 1980s. This article proposes an extension to the usual decomposition method of the profit rate to account for both the GWG and the WPD on aggregate income distribution. It then uses this framework to study the US manufacturing sector from 1960 to 2017. It suggests that gender wage inequality was a source of profitability, especially before 1986, but which was slowly petered out. Since 2001, increases in the profit share have mostly been due to the WPD. These results highlight the relevance of gender-based inequality in the more traditional analysis of the profit rate dynamics. JEL Classification: B51, E11, E25, J16 [ABSTRACT FROM AUTHOR]

The UK enacted its first legal measure to address gender pay inequity, the Equal Pay Act 1970, more than 50 years ago. Yet, in 2021, the gender pay gap (GPG) still stood at 15.4%. Departing from the remedial and individual approach that characterises equal pay legislation, the 2017 Gender Pay Gap Information Regulations (the Regulations) require private and voluntary sector organisations with 250+ employees to annually publish pay data broken down by gender. The long-term aspiration of the Regulations is to contribute to closing the GPG within a generation. It is also hoped that they will encourage the public disclosure of pay data and changes in workplace policies to reduce organisational GPGs (immediate aims) and improve employers' accountability (underlying aim). This paper considers whether the Regulations have what it takes to meet those immediate and underlying aims. Our assessment framework is built on the premise that for public disclosure to be useful and for employers to tackle the causes of the GPG, the information reported must be of sufficient quality, meaningful and relevant. The paper draws on both doctrinal analysis and empirical data reported by FTSE 100 Index companies to assess the Regulations and determine whether they hold the potential to meet those aims. [ABSTRACT FROM AUTHOR]

This study analyses how pay inequality among Swedish municipal employers is justified in their mandatory pay audit reports. Critical discourse analysis was used to examine the overarching message that there are no unjust salary differences between women and men, since the differences found have justifiable explanations. Normative critique for reproducing gender salary gaps can be addressed to the reports, since salary differences between individual men and women doing similar work were justified by reference to men's experience or special tasks and the organizational policy of individual salaries. Salary differences between groups of men and women were explained by men's experience and their special and demanding tasks. Market explanations for salary differences were frequently used as a justification of men's higher salaries. The normative critique can be supplemented by an explanatory critique, as overarching societal discourses, such as employers being held responsible for gender pay gaps in the labour market and technical areas having more value than care areas were identified in the texts. We argue that through pay audit reports inequality regimes in regard to pay are discursively reproduced. [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]