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Papers on “gender pay gap wage discrimination”

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1. The Gender Wage Gap: Extent, Trends, and Explanations

   Francine D. Blau, Lawrence M. Kahn · 2017 · Journal of Economic Literature · 3,058 cites

   Using Panel Study of Income Dynamics (PSID) microdata over the 1980–2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional

2. Gender Differences in Pay

   Francine D. Blau, Lawrence M. Kahn · 2000 · The Journal of Economic Perspectives · 1,481 cites

   We consider the gender pay gap in the United States.Both gender-specific factors, including gender differences in qualifications and discrimination, and overall wage structure, the rewards for skills and employment in particular sectors, importantly influence the gender pay gap.Declining gender differentials in the U.S., and the more rapid closing of the gender pay gap in the U.S. than elsewhere, appear to be primarily due to gender-specific factors.However, the relatively large gender pay gap in the U.S. compared to a number of other advanced countries seems primarily attributable to the very high level of U.S. wage inequality.

3. Human Capital, Discrimination, and the Gender Wage Gap in Bangladesh

   Salma Ahmed, Mark McGillivray · 2014 · World Development · 89 cites

4. Within-Job Wage Discrimination and the Gender Wage Gap: The Case of Norway

   T. Petersen, Vermund Snartland, L.-E. Becken, et al. · 1997 · European Sociological Review · 66 cites

   It has been established for the USA that men and women working in the same occupation for the same employer receive more or less the same pay. So-called within-job wage discrimination is hence not a driving force for the gender wage gap. Below we report the first comparative arid the second comprehensive empirical study of wage differences between men and women in the same specific occupation within the same establishment for a European economy: Norway. We report three striking findings. The first is that wage differences are relatively small when one compares men and women who work in the same occupation and establishment: women on average earn 2-6 per cent less per hour than men. The secon

5. Occupational gender wage discrimination in Turkey

   Orhan Deniz Kara · 2006 · Journal of Economic Studies · 66 cites

   Purpose The purpose of this paper is to investigate gender based wage differences by schooling and occupations and to estimate the occupational gender wage discrimination in Turkey where strenuous attempts are underway to modernize and negotiate its culturally (Islamic)‐based gender differences. Design/methodology/approach This study employs an extension of Blinder and Oaxaca's approach to measure the effect of wage discrimination. In order to correct a possible sample selection problem, Heckman's two step procedure is used to estimate the earning equations for males and females by using Turkish Household Expenditure and Income Survey. Findings Among the paper's central findings is that gend

6. Gender wage transparency and the gender pay gap: A survey

   Morten Bennedsen, Birthe Larsen, Jiayi Wei · 2023 · Journal of Economic Surveys · 63 cites

   Abstract We survey the literature on the effects of increased transparency of gender segregated wages on the pay gap between men and women in comparable jobs. Pay transparency is promoted by countries and supra‐national institutions and we categorize reforms according to their content and coverage. A growing number of papers have used variations of difference‐in‐difference estimation methods to analyze the impact of reforms on the gender pay gap (GPG), and from these we extract four main findings: First, reform‐based studies find that pay transparency reforms reduce the GPG in all countries but one, which finds no effect. Second, in Canada, Denmark and the UK, the reduction in the GPG from t

7. Gender Wage Gap

   Joyce Jacobsen · 2016 · The Wiley Blackwell Encyclopedia of Gender and Sexuality Studies · 20 cites

   Among full‐time workers, the gender wage gap is around 15 percent on average across a range of countries. Explanations for the gender wage gap fall into three categories: differences in human capital; differences in working conditions; and discrimination in pay, employment, and promotion. While pay discrimination can happen, discrimination can also occur in many subtle ways, leading to glass ceilings and crowding into particular occupations.

8. Influence of female managers on gender wage gap and returns to cognitive and non‐cognitive skills

   Jiří Balcar, Veronika Hedija · 2019 · Gender, Work & Organization · 17 cites

   There is a modest but growing empirical body of evidence on the influence of managers' gender on the wages of their male and female subordinates. Most of these studies, however, suffer from a very raw approximation of the managers' gender by the share of women in charge, and often lack many important gender‐specific personal characteristics, such as non‐cognitive skills and life–work preferences, which can lead to biased results. This article copes with the mentioned deficiencies by employing a very rich and representative dataset of 1948 employees from the Czech Republic. It reveals surprising results as it shows that the gender of the manager has an effect on the level of wages, but not on