Search

This paper investigates how investments in automation affect the gender pay gap. The evidence of the effects of automation on the labor market is growing; however, little is known about the implications of automation for the gender pay gap. The data used in this paper are from a matched employer–employee dataset incorporating detailed information on firms, their imports, and employee–level data for Estonian manufacturing and service employers for the period of 2006–2018. Through the use of the imports of automation goods as a proxy for the introduction of automation at the firm level, this paper estimates the effect of automation using simple Mincerian wage equations. The causality of the effect is further validated using propensity score matching (PSM). We find that introducing automation enlarges the gender pay gap, and PSM confirms that this also has a higher causal effect on the wages of male employees than female employees. The results imply that a higher representation of women in higher-paid positions does not guarantee a reduction in the gender pay gap in the presence of automation, and appropriate measures in education and retraining are needed to tackle the effect of automation on gender inequality. [ABSTRACT FROM AUTHOR]

Employer Wage Subsidy Caps and Part-Time Work. I See i Kelly, Erin L. Yang, Duanyi, Erin L. Kelly, Laura D. Kubzansky, and Lisa Berkman. I See i Kelly, Erin L. Wright, Chris F. I See i Arnholtz, Jens. Schatz, Ronald W. I The Labor Board Crew: Remaking Worker-Employer Relations from Pearl Harbor to the Reagan Era. i Reviewed by Joseph A. McCartin. Employer Wage Subsidy Caps and Part-Time Work. [Extracted from the article]

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

This study provides new evidence of the gender wage gap among recent university graduates at different stages of their early career. Using a unique administrative dataset from Russia, we estimate the gender wage gap at means and across wage distribution for a cohort of 2018 university graduates during the first 4 years after graduation. We explore the contribution of educational and job factors to the explanation of the gap. Although a substantial gap of 14% is already present at labour market entry, it is two times smaller compared to the gap for the overall working population. Eighty five percent of the entry wage gap can be explained with differences in fields of study, work experience, and job characteristics. More than 4 years after graduation, the gender wage gap experiences a dramatic increase, reaching 26%. Only 28% of the resulting gap can be explained by the observed characteristics, including industrial and occupational segregation. The size of the gap varies drastically in different parts of the wage distribution, suggesting the existence of a strong glass ceiling effect from the very beginning of graduate careers. The rapidly expanding early career gender wage gap with a growing unexplained component suggests that education policies may have limited ability to promote gender equality in the labour market. [ABSTRACT FROM AUTHOR]

To obtain a more complete understanding of the persisting gender earnings gap in Germany, this paper investigates both the cross‐sectional and lifetime dimension of gender inequalities. Based on a dynamic microsimulation model, we analyse how gender differences accumulate over work lives to examine the lifetime dimension of the gender gap. We estimate an average gender gap in lifetime earnings of 51.5 per cent for birth cohorts 1964–72. We show that this unadjusted gender lifetime earnings gap increases strongly with the number of children, ranging from 17.3 per cent for childless women to 68.0 per cent for women with three or more children. Results from a counterfactual analysis approach show an adjusted gender gap in lifetime earnings of around 10 per cent, suggesting that the gender gap in lifetime earnings is rather driven by gender differences in observable characteristics than by differences in rewards. [ABSTRACT FROM AUTHOR]

Legislation and regulation have been effective in reducing the gender wage gap in developed countries; however, the gap still exists globally, and progress towards narrowing the gap has been unacceptably slow even in regions where it is improving. This study presents the analysis of gender wage gap in Kenya's urban labor market by using the World Bank Skills Towards Employability and Productivity Survey (WBSTEPS). This study employed Mincer earnings regressions with Heckman selection correction and the Blinder-Oaxaca and Neumark decomposition procedures to answer the research questions. The results of the wage determination and participation in the labor market show that there is no selectivity-bias problem. Personal characteristics such as education and age, as well as work-related characteristics, are important factors in determining earnings. The magnitude of the gender wage gap varies across the wage distribution, and the results of the wage decomposition reveal that women in urban Kenya earn 84.5-to-86% of men's earnings. The earnings gap is overwhelmingly due to differences in returns to endowments, which account for between 70% and 94.7% of the total earnings gap. Admittedly, the study found evidence of discrimination against women in the returns to endowments, but also observed pronounced favoritism towards men. However, discrimination against women is more pronounced than favoritism towards men. Addressing the gender wage gap in Kenya requires a multifaceted approach that tackles both systemic biases against women and structural barriers that hinder women from accessing equal opportunities in education, training, and career advancement and government policies that minimize favoritism towards men. [ABSTRACT FROM AUTHOR]

We examine the effects of self-control and risk aversion on the gender wage gap in Australia. We also include the Big Five personality traits to compare the interaction between all three as well as other traditional determinants of wages. We find that both self-control and risk aversion play a significant role in explaining the Australian gender wage gap. Furthermore, their effects on the gender wage gap are still significant in the presence of the Big Five personality traits. We find risk aversion plays a role through gender differences in endowments of it, rather than gender differences in its effect on wages. In contrast, we show that gender differences in the return of self-control and personality on wages explain almost one-third of the unexplained gender wage gap in Australia. [ABSTRACT FROM AUTHOR]

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

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

The editorial in the "School Leadership & Management" journal focuses on the WomenEd movement, which aims to empower women in education to progress on their leadership journey by removing systemic barriers. The editorial highlights persistent obstacles such as gender and racial inequalities, the gender pay gap, and societal expectations that hinder women from taking on leadership roles in education. Through a series of articles, the special issue explores the challenges faced by women leaders in education globally, emphasizing the need for novel approaches to understanding and supporting women in leadership positions. [Extracted from the article]

Using UK data supplied by universities, this paper confirms that women academics earn less than men, even after controlling for a range of covariates. Despite narrowing after 2004/05, the observed (unconditional) pay gap was still −0.089 in 2019/20, while the conditional pay gap was relatively unchanged remaining at around −0.050 in 2019/20. The results are consistent with the literature on why pay gaps might occur, with the key disparity occurring when women face a higher cost of investment and statistical discrimination, linked to bias, to achieve promotion. That is, the results presented here suggest that earnings gaps are significantly reduced when grade-balanced gender sub-groups are compared, suggesting conditional wage differences are more likely due to bias rather than any inherent differences in (research) productivity. [ABSTRACT FROM AUTHOR]

This study gives voice to US women who overcame the challenges of their gender or race and had to switch jobs or industries to achieve success in the journalism and public relations professions. A feminist theoretical approach was adopted to conduct in-depth qualitative interviews with 18 racially diverse journalists and public relations practitioners over the age of 50 who reflected on their professional mobility in different stages of their careers and in different organizational settings. Regardless of the industry and type of organization, women shared firsthand experiences of gender inequalities in pay and career progressions, double standards in physical appearance, and subtle sexism. Minority journalists and public relations practitioners reported instances of subtle racial inequalities and gendered racism. Women who switched from journalism to public relations found more flexibility in the workplace but did not necessarily improve their job security. Participants' accounts underscored the need for recruiting, retaining, training, and empowering employees of diverse genders, races, ethnicities, and ages and addressing implicit sexism and implicit racism in all communication industries. This research also calls for improved industry standards that allow older women, especially women of color, to have more opportunities for leadership and professional development. [ABSTRACT FROM AUTHOR]

We develop a new equilibrium model in which households' labour supply choices form the link between sorting on the marriage market and sorting on the labour market. We first show that in theory, the nature of home production—whether partners' hours are complements or substitutes—shapes equilibrium labour supply as well as marriage and labour market sorting. We then estimate our model using German data to empirically assess the nature of home production, and find that spouses' home hours are complements. We investigate to what extent complementarity in home hours drives sorting and inequality. We find that home production complementarity strengthens positive marriage sorting and reduces the gender gap in hours and in labour sorting. This puts significant downward pressure on the gender wage gap and on within-household income inequality, but fuels between-household inequality. Our estimated model sheds new light on the sources of inequality in today's Germany, and—by identifying important shifts in home production technology toward more complementarity—on the evolution of inequality over time. [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]

The article "Technology and Women's Empowerment" explores how technology, particularly information and communication technologies (ICTs), can empower women by improving their skills, knowledge, job opportunities, and access to markets and essential services. While technology has the potential to empower women, there are still barriers such as limited access to technology, unaffordable internet services, and gender disparities in underdeveloped nations. The book emphasizes the importance of governments and nonprofit groups in addressing these disparities and ensuring women are not left behind in the digital economy. It also highlights the intersection of technology with other aspects of identity, such as race and class, and advocates for more intentional outreach and training programs for marginalized communities to close the digital gender divide. [Extracted from the article]

This paper examines gender inequality focusing on two critical spheres in which gender inequality is generated: education and work. Our objective is to provide a snapshot of gender inequality across key indicators as well as a dynamic perspective that highlights successes and failures. We also facilitate a cross-country comparison by grouping countries within Latin America by their level of economic development and drawing comparisons with countries outside the region. Finally, we reflect on differences in the ways that gender inequalities play out across different socio-economic groups, particularly those that highlight other sources of inequality. [ABSTRACT FROM AUTHOR]

Objective Background Method Results Conclusion We assess how the distribution of parents across firms contributes to parenthood wage gaps in a low‐wage US labor market and examine the role of understudied compensating differentials relevant to precarious work.In the United States, parenthood drives a wedge in wages, as mothers often earn less than women without children, whereas fathers typically earn more than men without children. Firms bear influence over setting wages and sorting workers, yet firms are largely omitted from research on parental wage gaps in the United States.We draw on novel employer–employee matched data on 74,086 hourly service‐sector workers to decompose parental wage gaps into their within‐ and between‐firm components. We leverage uniquely rich data on compensating differentials to test if they sort parents across firms.We found that mothers are overrepresented in lower‐wage firms, accounting for 68% of mothers' wage gap. In contrast, fathers' wage gap accrued within firms. We found limited evidence that compensating differentials, even schedule quality, produce parental wage gaps.We show for the first time that in a major US industry, mothers are segregated in low‐paying firms compared to women without children, while fathers are paid more than men without children in the same firms. Our findings largely do not tell a story of parents voluntarily choosing between wages and job quality, instead calling for more research on firm practices. [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]

Background: In Canada, a new federal public dental insurance plan, being phased in over 2022–2025, may help enhance financial access to dental services. However, as in many other countries, evidence is limited on the supply and distribution of human resources for oral health (HROH) to meet increasing population needs. This national observational study aimed to quantify occupational, geographical, institutional, and gender imbalances in the Canadian dental workforce to help inform benchmarking of HROH capacity for improving service coverage. Methods: Sourcing microdata from the 2021 Canadian population census, we described workforce imbalances for three groups of postsecondary-qualified dental professionals: dentists, dental hygienists and therapists, and dental assistants. To assess geographic maldistribution relative to population, we linked the person-level census data to the geocoded Index of Remoteness for all inhabited communities. To assess gender-based inequities in the dental labour market, we performed Blinder-Oaxaca decompositions for examining differences in professional earnings of women and men. Results: The census data tallied 3.4 active dentists aged 25–54 per 10,000 population, supported by an allied workforce of 1.7 dental hygienists/therapists and 1.6 dental assistants for every dentist. All three professional groups were overrepresented in heavily urbanized communities compared with more rural and remote areas. Almost all dental service providers worked in ambulatory care settings, except for male dental assistants. The dentistry workforce was found to have achieved gender parity numerically, but women dentists still earned 21% less on average than men, adjusting for other characteristics. Despite women representing 97% of dental hygienists/therapists, they earned 26% less on average than men, a significant difference that was largely unexplained in the decomposition analysis. Conclusions: Accelerating universal coverage of oral healthcare services is increasingly advocated as an integral, but often neglected, component toward achieving the health-related Sustainable Development Goals. In the Canadian context of universal coverage for medical (but not dentistry) services, the oral health workforce was found to be demarcated by considerable geographic and gendered imbalances. More cross-nationally comparable research is needed to inform innovative approaches for equity-oriented HROH planning and financing, often critically overlooked in public policy for health systems strengthening. [ABSTRACT FROM AUTHOR]

Background: Female physicians with children often work fewer hours and take fewer shifts due to additional family responsibilities. This can contribute to a gender pay gap in the medical profession. However, limited research in Japan has quantitatively examined the factors contributing to this gap. This study aims to address this gap in the literature. Methods: We analyzed the alumni data from a medical school in Hokkaido, Japan, for 260 physicians (198 males and 62 females). We used multivariable regression models to identify factors influencing earnings from medical practice, with a focus on gender, work schedules, parenthood, and any career interruptions related to childcare. Results: Our analysis revealed a 25.0% earnings gap between male and female physicians. Nearly all female physicians with children experienced career interruptions due to childcare, while this was uncommon for male physicians. When these childcare-related interruptions were factored in, the gender pay gap narrowed by 9.7%. After adjusting for work schedules and specialty choices, female physicians with children still earned 37.2% less than male physicians, while those without children earned only 4.4% less. This suggests that motherhood is a significant driver of the gender pay gap among physicians. Conclusions: These findings highlight the negative impact of motherhood on female physicians' earnings. This emphasizes the need for policy measures to mitigate the disadvantages faced by mothers in the medical profession. [ABSTRACT FROM AUTHOR]

The present research aims to reveal the characteristics of the gender pay gap phenomenon in domestic external trade in goods as a gap-filling analysis. Relying on the data between 2019 and 2022, we point out that the basic international trends can also be observed in the case of companies involved in domestic external trade in goods, i.e. with the increase in the size of the company and the higher the position, the gender wage gap clearly increases. The presence of the glass ceiling can also be easily identified in the case of entities dealing with external trade in goods, so female managers are typically pushed out of the management of companies with more than 50 employees. However, when examining the results side, companies managed by men contribute to the development of the external trade in goods turnover in Hungary with an average of five times greater per capita import performance and almost eight times greater per capita export performance, i.e. between the average income of women and men in the field of external trade in goods, as well as their contribution to external trade in goods a positive relationship can be identified. [ABSTRACT FROM AUTHOR]

This paper investigates the effects of eliminating Gender Pay Gap on income and poverty. Drawing upon the European Statistics on Income and Living Conditions for Portugal, we use econometric tools to estimate the counterfactual earnings. The results obtained over the period under study (2014, 2017 and 2019) show that the average hourly income of women would increase by around 38%; the average annual income of households with women in the labor market would be around 22% higher; the poverty indicators would fall by 5% points; single female households and Madeira region would show a more significant decline in poverty. [ABSTRACT FROM AUTHOR]

South Korea's gender wage and employment gaps are among the largest in the OECD. Using labour force survey data over 2010–19, we estimate gender wage and employment gaps, and child earnings penalties, for women aged 25–54. We show (i) that the large gender gaps in South Korea's labour market are mostly not a function of differential sorting by gender along education, occupation, or industry lines, (ii) that caring for children (and, perhaps increasingly, for the elderly) is the major factor inhibiting women's labour force participation, and (iii) that large gender wage gaps exist even for women without care responsibilities. These findings suggest that improving opportunities for work–family balance is crucial to helping increase women's labour force participation, but may do little to close gender wage gaps: other major obstacles also appear to stand in the way of Korean women's full inclusion in the labour force. [ABSTRACT FROM AUTHOR]

The analysis of gender gaps in time allocation is a recurrent topic of research, and gender differentials in both paid and unpaid work have been documented in different regions and periods. We analyse the gender gap in time allocation in fifteen Latin American countries, offering a comparison of two time periods (a five-year difference), along with an explanation based on social norms and institutional factors. We document gender gaps in both paid and unpaid work, and show that the gender gap in unpaid work has decreased in all countries, although this gap is not heterogeneous in terms of size. More traditional social norms are related to greater gender inequalities in paid and unpaid work, while countries with better, more family-friendly policies and a greater representation of women in politics and in the labour market exhibit smaller gender differentials in working time. [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]

This study estimates the long‐term effect of parenthood on labor market outcomes and explores the variations within this effect by gender and education. We use the event study method to track changes in a range of labor market outcomes from 3 years before to 8 years after the first birth, with a sample of 556 married women and 528 married men from the Korea Labor and Income Panel Study (KLIPS). We find that women experience an immediate drop in wages following birth, whereas men experience continuous wage growth even before birth. The decline in women's wages arises largely from their withdrawal from the labor market, while the increase in men's wages could be explained by a positive selection bias among fathers. In addition, mothers' wage trajectories do not vary significantly by education level, whereas other labor market outcomes show discernible trends. These patterns are the opposite of those observed for men. The findings indicate that severe gender inequality in the Korean labor market lowers the wages of mothers, regardless of their education, while the wages of fathers are more likely to be affected by education. Based on the findings, we make policy suggestions for improving the work‐family balance for all genders. [ABSTRACT FROM AUTHOR]

We compare men and women who are displaced from similar jobs by applying an event study design combined with propensity score matching and reweighting to administrative data from Germany. After a mass layoff, women's earnings losses are about 35% higher than men's, with the gap persisting 5 years after displacement. This is partly explained by women taking up more part-time employment, but even women's full-time wage losses are almost 50% higher than men's. Parenthood magnifies the gender gap sharply. Finally, displaced women spend less time on job search and apply for lower-paid jobs, highlighting the importance of labor supply decisions. [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]

An understanding of differences in nonmonetary work conditions is fundamental for a complete characterization of individuals' well-being at work. Thus, to fully characterize gender inequalities in the labor market, scholars have begun to explore gender differences in nonmonetary work conditions. We examine one such condition—meaningful work—using nationally representative survey data linked with worker and employer administrative data. We document a large and expanding gender gap in meaningful work, wherein women experience their jobs as more meaningful than men do. We then explore patterns underlying this difference. We find little correlation between women's higher experience of meaningful work and either labor market decisions related to first parenthood or women's underrepresentation in leadership jobs. Instead, the gender gap appears to be highly correlated with the sorting of more women into occupations with a high level of beneficence: the sense of having a prosocial impact. Though both women and men experience such jobs as more meaningful, women do so by a larger margin. Next, we consider the relationship between the gender difference in meaningful work and the gender wage gap, contributing to the discussion on compensating differentials in work amenities. We find that, whereas the gender gap in meaningful work closes a substantial part of the wage gap in lower paid jobs, it does little to close the gap in higher paid jobs in which the gender wage gap is largest. This paper was accepted by Yan Chen, behavioral economics and decision analysis. Funding: J. Rickne received financial support from the Wallenberg Academy Fellow Grant, the Swedish Research Council for Health, Working Life, and Welfare 2019-01251. O. Folke received financial support from the Swedish Research Council 2018-00703_VR, The Swedish Research Council for Health, Working Life, and Welfare 2019-01251. Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2022.01807. [ABSTRACT FROM AUTHOR]

Women are underrepresented in business, academic, and political decision-making bodies across the world. To investigate the causal effect of gender representation on multilateral negotiations, we experimentally manipulate the composition of triads in a majoritarian, divide-the-dollar game. We document a robust gender gap in earnings driven largely by the exclusion of women from alliances rather than differential shares within alliances. Experiments with different subject pools show that distinct bargaining dynamics can underlie the same inequitable outcomes; gender-biased outcomes can be caused by outright discrimination, but they can also be driven by more complex dynamics related to differences in bargaining strategies. Although replacing the male with a female majority all but eliminates the gap in one pool, it has minimal effect in the other. These findings show that there is no "one-size-fits-all" solution to the gender gap we uncovered and highlight the importance of studying bargaining dynamics in detail. This paper was accepted by Marie-Claire Villeval, behavioral economics and decision analysis. Funding: A. Baranski recognizes financial support from Tamkeen [under the New York University Abu Dhabi Research Institute; Grant CG005]. J. Tremewan acknowledges funding from the Agence Nationale de la Recherche [Grant ANR-21-CE03-0018 (Project ENDURA)]. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2022.01800. [ABSTRACT FROM AUTHOR]

This paper tests the effect of randomly providing information on trade-specific earnings on trade choice of men and women applying to a vocational training program in the Republic of Congo. When receiving this information, both men and women apply to be trained in more lucrative trades. As a result, treated women are 28.6% more likely to apply to a traditionally male-dominated trade. These findings suggest that this kind of low-cost information intervention can be an effective way to reduce the gender gap in earnings. [ABSTRACT FROM AUTHOR]

Applying decomposition methods to data from the Annual Survey of Hours and Earnings, we highlight the importance of performance‐related pay to the contemporary UK gender pay gap. We find that the lower probability of females being employed in performance‐related pay jobs explains a sizeable proportion of the gender pay gap, particularly at the top end of the annual earnings distribution. The latter is driven by its influence within the private sector. [ABSTRACT FROM AUTHOR]

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

Over the past decade, Cambodia has enjoyed robust economic growth as well as notable improvements in socioeconomic development, including a decline in poverty and improvements in education and health. However, women continue to earn less than men at the headline level. This paper uses the latest available data (2014, 2017, and 2019) and examines changes in the trends in wage gap from 2014 and 2019 and its underlying contributors. Like previous studies, results presented in this paper point to unobservable factors, most likely including gender discrimination, as the primary contributors fueling the labor market's gender wage gap. This study also finds some improvements in gender gap reduction attributable to observable factors from 2014 to 2019, including improvements in bridging the gender gaps in education, types of occupation, industry, and workplace. These findings reinforce the call for policy measures aimed at further reducing the gender gap. [ABSTRACT FROM AUTHOR]

Using Michigan Panel Study of Income Dynamics data, we study selection bias and the gender wage gap. Employing several methods, we find large declines in the total and unexplained gender gaps in wage offers between 1981 and 2015. Under our preferred selection correction method, the median total and unexplained gaps fell by 0.378 and 0.204 log points, respectively. These are larger declines than if we had not corrected for selection and simply measured convergence in observed wage gaps. However, substantial selectivity-corrected median gender wage gaps remain in 2015: 0.242 log points (total gap) and 0.206 log points (unexplained gap). [ABSTRACT FROM AUTHOR]

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

Social progress through improved treatment of minority groups (e.g., forbidding racial or sexual harassment) may or may not spread to corporate cultures through competition. We provide a theory of corporate culture, and we show that emergent, progressive corporate cultures can displace existing, regressive ones when the prevailing wage gap is large between majority and minority groups. The model provides testable predictions on racial and gender wage gaps across firms. [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.

There are substantial gender gaps in earnings once children are born in many developed countries, despite similar education levels of men and women and accessible childcare facilities. I examine whether gender norms are a driver of women's higher labour market costs of having children using Dutch administrative data. Exploiting large local variation in gender norms in the Netherlands, I compare parents from the Dutch bible belt, where gender norms are on average less egalitarian, with parents from other regions in the Netherlands, where gender norms are more egalitarian. My findings show that having children leads an about 30% larger earnings decrease for women in the bible belt, mainly driven by a larger reduction in working hours. I rule out that differences in pre-child parental characteristics and institutions such as childcare availability explain this result and argue that different gender norms in these two areas likely explain this finding. [ABSTRACT FROM AUTHOR]

This study explores how gender and age interact in shaping beliefs about fair pay through a factorial survey experiment conducted with German employees. Respondents evaluated hypothetical worker descriptions varying in age, gender, and earnings. While no gender gap in fair earnings was found for the youngest hypothetical workers, a significant gap favoring men emerged with increasing age. This suggests that male workers receive a higher age premium on fair earnings than female workers. The findings highlight the need to understand how gender interacts with other characteristics to legitimize workplace inequalities. [ABSTRACT FROM AUTHOR]

This paper investigates the various career path types and impact factors that influence the career trajectory of PhD graduates, with a view to understanding how they pursue their careers inside and/or outside the academic sector after graduation. Based on data from the Austrian graduate tracking system ATRACK (N = 24,610), seven distinct career types were created. The first three of these career types target a consistent stay within the higher education (HE) sector, a consistent stay within the research and development (R&D) sector, or a consistent stay within the research sector (either HE or R&D). Our findings indicate that approximately one-third of PhDs remain within the Austrian research sector, while another third consistently pursue careers outside of it. On the one hand, the income of graduates 36 and 120 months after graduation indicates that earnings outside the higher education (HE) sector are significantly higher. On the other hand, the gender pay gap is also more evident outside the HE sector. In light of these findings, it becomes pertinent to question whether the prevailing academic career orientation in PhD programmes remains an accurate reflection of the professional requirements of the labour market, and whether it should be further adapted to ensure a diverse range of employment opportunities within and beyond academia. [ABSTRACT FROM AUTHOR]

Motivation: Men farmers typically achieve higher productivity than women farmers, a gender gap that reflects women's disadvantages in farming. Sri Lanka seems an exception, because women farmers achieve higher land productivity (gross value of output per hectare) than men farmers. That said, despite women's productivity advantage, men earn higher agricultural incomes. Purpose: We investigate the factors contributing to the unconditional agricultural productivity advantage of women farmers and the gender gap in agricultural earnings in favour of men in Sri Lanka. Approach and methods: Using data from the nationally representative 2016 Sri Lanka Household Income and Expenditure Survey, we employ Oaxaca‐Blinder decomposition to analyse factors behind the gender disparities in agricultural productivity and earnings. Findings: The leading factor contributing to higher female land productivity is the smaller plot size cultivated by women, reflecting an inverse relation between cultivated area and yield. The next most important factor is the gendered pattern of crop mix: women tend to cultivate high‐value export crops such as tea, while men are more likely to grow paddy — a less productive crop. When plot size and crop mix are controlled, men farmers achieve a conditional productivity advantage over women farmers. For crop earnings, men have both unconditional and conditional advantages, mainly due to their greater access to land and other inputs. While women's small plots have high yields, their size limits women's farm incomes. Policy implications: Policies to improve women's lagging access to land, inputs and other agricultural resources — often due to inherent gender bias — are needed to close the gender gap in agricultural income. Government policies favouring import‐competing commodities such as paddy, mainly through fertilizer subsidies, tend to benefit disproportionately men who are more likely to engage in paddy farming. Reallocating public spending on agriculture could enhance both efficiency and gender equality. [ABSTRACT FROM AUTHOR]

We analyse the effect of education on gender parity in wage employment in sub‐Saharan African countries. The data used cover a panel of 43 countries over the period 2000–2019. The two‐stage least squares method is used. The results show that secondary and tertiary education and gender parity in education improve gender equality in wage employment. Therefore, to reduce gender inequality in wage employment, African countries should promote gender equality, particularly in secondary and tertiary education, by adopting policies to alleviate the conditions and costs of schooling for girls. [ABSTRACT FROM AUTHOR]

Men and women are well aware of the gender pay gap. The present study involved four experiments (N = 341, student sample, N = 203 general population sample) in which we indirectly measured empathy by asking participants to rate the non-complex and complex emotions they felt when reading a scenario in which a woman described her pay situation. Experiments 1 (equal pay vs. unequal pay) and 2, 3 & 4 (angry vs. depressed reaction to pay inequality) investigate differences in empathy arousal between men and women by assessing their emotions. Globally, both men and women identified correctly emotions expressed by the women victim of pay inequity. On complex emotions, women express more other suffering emotions than men, only in Experiment 4. Coupled with expression of guilt/shame for men only, these results are discussed in the perspective of future research. [ABSTRACT FROM AUTHOR]

Gender equality is one of the Sustainable Development Goals (SDGs) of the 2030 Agenda. However, in the advertising industry, several studies have shown the low presence of women working in the field of creativity, occupying management positions and being part of festival juries. The aim of the study is to analyse the presence of women in the field of advertising festivals. The methodology is based on a quantitative analysis of the 2000 to 2023 editions of the Club de Creativos National Creativity Awards and the Cannes Lions International Festival of Creativity. The composition of the juries of both festivals, the special awards for professionals in the sector (cdec de Honor and Lion of St. Mark, respectively), the technical specifications of the grand prizes (National Grand Prize for Creativity and Grand Prix won by Spain, respectively) and the management teams of the organising entities are analysed in the indicated period. The results demonstrate the underrepresentation of women in advertising festivals, especially in the composition of the juries, in the special recognitions and in the technical sheets of the most outstanding campaigns, corroborating the findings of previous research. Despite the emerging initiatives that defend parity in the advertising profession, this equality is still not real, nor does it materialize in the events that make the industry visible and recognize its evolution: advertising festivals. [ABSTRACT FROM AUTHOR]