The effects of differences in year‐round,full‐time labor market experience on gender wage levels in the United States

This paper utilizes longitudinal information on annual hours worked to construct a more robust measure of labor market experience for young workers in the USA. This enhanced experience measure is then used to assess recent gender wage differentials. Our experience measure yields a dramatic improvement in the ability of standard earnings regressions to explain the variation in wages across individuals, especially for young women. In addition, our results indicate that approximately one‐fourth of the gender difference in average wages is attributable to the higher work experience levels of men.     

A quantitative theory of the gender gap in wages

This paper measures how much of the gender wage gap over the life cycle is due to the fact that working hours are lower for women than for men. We build a quantitative theory of fertility, labor supply, and human capital accumulation decisions to measure gender differences in human capital investments over the life cycle. We assume that there are no gender differences in the human capital technology and calibrate this technology using wage–age profiles of men. The calibration of females assumes that children involves a forced reduction in hours of work that falls on females rather than on males and that there is an exogenous gender gap in hours of work. We find that our theory accounts for all of the increase in the gender wage gap over the life cycle in the NLSY79 data. The impact of children on the labor supply of females accounts for 56% and 45% of the increase in the gender wage gap over the life cycle among non-college and college females, while the rest is due to the exogenous gender differences in hours of work.     

Economic transition and gender differentials in wages and productivity: Evidence from Chinese manufacturing enterprises

We use firm-level data to analyze male–female wage differences in Chinese industry in the late 1990s. Our estimates indicate that employers' discrimination against women was not a significant source of the gender wage gap in Chinese state-owned enterprises. Instead, we find that the relative wage of unskilled female to male workers was higher than their relative productivity. This result indicates that unskilled female workers in the state sector had historically received wage premiums and consequently accounted for a disproportionate share of the sector's labor surplus.     

Fertility Decisions and Gender Differences in Labor Turnover, Employment, and Wages

A striking observation of the U.S. and other labor markets is the weak position of women in terms of job attachment, employment, and earnings relative to men. We develop a model of fertility and labor market decisions to study the impact of fertility on gender differences in labor turnover, employment, and wages. In our framework, individuals search for jobs and accumulate general (experience) and specific (tenure) human capital when they work. They can also increase their wage by moving to a job of higher quality. Labor market decisions (e.g., job acceptance and job mobility) may differ across genders: females that give birth may decide to interrupt their labor market attachment in order to enjoy the value of staying at home with their children. The model economy is successfully calibrated to match aggregate statistics in terms of fertility, employment, and wages. We find that fertility decisions generate important gender differences in turnover rates, with long lasting effects in employment and wages. These differences in labor turnover account for almost all the U.S. gender wage gap that is attributed to labor market experience by Blau and Kahn (2000, Journal of Labor Economics15(1), 1–42). The model also implies a very small role of tenure capital in accounting for wage differences between males and females (gender gap), and between females with and without children (family gap). Journal of Economic Literature Classification Numbers: E24, J13, J21, J31.     

Child labor and the minimum wage: Evidence from India

This study examines how changes in the minimum wage affect child labor in India. The analysis uses repeated cross sections of India's NSSO employment data from 1983 to 2008 merged with data on state-level minimum wage rates. Theoretically, the impact of the minimum wage on child work could go either way, so empirical evidence from a country with high rates of child labor and a myriad of minimum wage laws across states and industries helps to lessen the ambiguity. Results indicate that regardless of gender, in urban areas, a higher minimum wage reduces child labor in household work. In rural areas a similar result applies for girls while household labor does rise for boys. The minimum wage has virtually no impact on child work outside of the home across urban and rural areas.     

Gender wage differentials and discrimination in Korea: comparison by knowledge intensity of industries

This study estimates the relative size of the non-productivity-related gender wage gap across industries with differing knowledge intensities. More specifically, a gender wage premium was estimated from a modified Mincerian earnings equation, and an Oaxaca's discrimination coefficient was computed. Empirical evidence indicates that gender wage differentials tend to be less subject to potential discrimination in knowledge-based industries than in other industries with lower knowledge intensity. The estimated discrimination effect is least noticeable in top hierarchical occupations such as professionals and technicians, while it is most sizeable in production workers and sales/service workers, regardless of industrial affiliation.     

Decomposing Gender Wage Differentials Using Quantile Regression: Evidence from the Lebanese Banking Sector

This paper investigates gender pay inequality in the labor market of a developing country. Our empirical investigation uses data derived from a sample of employees in the Lebanese banking sector for the years 2008 and 2014. Using Blinder-Oaxaca decomposition, the results reveal that the unexplained component of the gender wage gap, attributed to discrimination, represents a substantial share of the total gap. A surprising result is that the contribution of human capital to the gender wage gap is negative, suggesting that wage discrimination is the main explanation for the gap. Utilizing the Machado-Mata methodology to decompose the wage gap across the entire wage distribution, our findings indicate that the unexplained component of the raw gender wage gap is more pronounced at the low and middle ranges of the distribution. However, the explained component dominates at the top of the distribution, suggesting that earnings gaps are fully explained by observed characteristics.     

THE IMPACT OF PERSONALITY TRAITS ON WAGE GROWTH AND THE GENDER WAGE GAP

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

Gender earnings inequality in the service and manufacturing industries in the U.S.

This paper compares earnings inequality between women and men in a growing sector of the U.S. economy – the service sector, and a shrinking sector – manufacturing. We examine the hypothesis that deindustrialization will reduce inequality, and find that the absolute magnitude of the gender earnings gap is, in fact, smaller in the service sector. Decomposition analysis is used to partition the gender earnings gap into three parts: (1) earnings differences due to differences in mean characteristics – such as education and experience; (2) earnings differences due to preferential treatment of men; and (3) earnings differences due to disadvantageous treatment of women. The latter two constitute estimates of gender discrimination. The results of this study suggest that, ceteris paribus, deirndustrialization will likely reduce the gender gap in hourly earnings. However, this will come at the cost of lower earnings for both males and females, with the drop in earnings being particularly large for males. While deindustrialization is predicted to reduce the absolute magnitude of male-female earnings inequality, evidence suggests that gender discrimination will persist – discrimination explains about 60 percent of the gender wage gap in both the service and the manufacturing sectors.     

How do Labor Unions Influence the Gender Earnings Gap? A Comparative Study of the US and Korea

Abstract

This paper provides a comparative study of the United States and Korea regarding the effects of unions on gender earnings gaps in 2004. Using datasets representative of the population of the US and Korea, this contribution shows that gender differences in the workers' observed characteristics and the unobserved component reduce gender earnings gaps in union jobs in both the US and Korea. Fringe benefits in the union sector attract women workers with higher labor market qualifications into the union sector and thereby reduce the gender earnings gap in this sector. The study finds that this self-selection process in the union sector is stronger in Korea than in the US, but the seniority-based wage system that prevails in the Korean union sector widens the gender earnings gap.     

The Male-Female Pay Gap Driven by Coupling between Labor Markets and Mating Markets

Synopsis Males often get paid more than females for the same work. This male-female pay gap has been observed throughout the world over many years. The most commonly cited explanations focus on gender oppression and workplace discrimination. We agree that discrimination contributes significantly to the pay gap; however, other factors may play important roles in how the sexes compete in the labor market. We use observations from psychology and concepts from biology to show how aspects of mate choice may influence labor markets. With a mathematical model, we analyze how mating preferences for partner wages affect the differences in wages between males and females, and in turn how wage differences affect mating preferences. If some extrinsic force, such as discrimination, creates an initial bias in wages, then coupled feedback between mating preferences and wages creates and maintains excess mating preference and wage biases. This model demonstrates how coupling between labor markets and mating markets can lead to outcomes that do not occur when analyzing either market in isolation from the other.     

An Anatomy Of Racial and Ethnic Trends in Male Earnings in the U.S

Progress in narrowing black–white earnings differences has been far from continuous, with some of the apparent progress resulting from labor force withdrawal among lower‐skilled African Americans. This paper documents racial and ethnic differences in male earnings from 1950 through 2010 using data from the decennial census and American Community Surveys. Emphasis is given to annual rather than weekly or hourly earnings. We take a quantile approach, providing evidence on medians and other percentiles of the distribution. Treatment of imputed earnings greatly affects measured outcomes. Hispanic men have exhibited earnings growth similar to white men over several decades. Black men have been left behind economically due in large part to increased joblessness, a process exacerbated by weak labor market conditions. By 2010, joblessness had risen to over 40 percent and the median black–white earnings gap was the largest in at least 60 years.     

Glass Ceiling or Sticky Floor? Exploring the Australian Gender Pay Gap

Using the Household, Income and Labour Dynamics in Australia survey, this paper analyses the gender wage gaps across the wage distribution in both the public and private sectors in Australia. Quantile regression techniques are used to control for various characteristics at different points of the wage distributions. Counterfactual decomposition analysis, adjusted for the quantile regression framework, is used to examine if the gap is attributed to gender differences in characteristics, or to the differing returns between genders. The main finding is that a strong glass ceiling effect is detected only in the private sector. A second finding is that the acceleration in the gender gap across the distribution does not vanish even after account is taken of an extensive set of statistical controls. This suggests that the observed wage gap is a result of differences in returns to genders. By focusing only on the mean gender wage gap, substantial variations of the gap will be hidden.     

Wage differentials by sector and gender: a quantile analysis for the Spanish case

This paper analyses existing wage differentials between workers in the public and private sectors and by gender in Spain. This analysis is run throughout the entire earnings distribution and observed wage differentials are decomposed into a part explained by differences in productive characteristics and a part due to differences in returns to such characteristics. Our results show that public sector workers tend to earn higher wages than private employees, although most of this sector wage gap is due to better public workers’ productive characteristics. A wage premium in favour of men is also found in both the public and private sectors, with the gender wage gap greater at the top of the earnings distribution.     

Informal employment relationships and the labor market: Is there segmentation in Ukraine?

One of the most important factors that determine individuals’ quality of life and wellbeing is their position in the labor market and the type of jobs that they hold. When workers are rationed out of the formal segment of the labor market against their will, i.e., the labor market is segmented, their quality of life is limited, and their wellbeing is reduced. When they can freely choose between a formal or informal employment relationship, i.e., the labor market is integrated, their wellbeing can reach high levels even in the presence of informal employment. We, therefore, test whether the Ukrainian labor market is segmented along the formal-informal divide, slicing the data by gender and age. The analysis that we perform consist in the analysis of short-term and medium-term transitions between five employment states, unemployment and inactivity. We also analyze wage gaps of mean hourly earnings and across the entire hourly earnings distribution, controlling for time-invariant unobserved heterogeneity. According to our results segmentation is present for dependent employees: for a large part of informal employees informal employment is used as a waiting stage to enter formal salaried employment and is not voluntarily chosen. As far as self-employment is concerned the evidence is mixed regarding segmentation in the Ukrainian labor market. This heterogeneity in outcomes implies that not all informal work is associated with a low quality of life and reduced wellbeing in post-transition economies.     

Skilled-unskilled wage inequality and unemployment: A general equilibrium analysis

The paper develops a static three sector competitive general equilibrium model of a small open economy in which skilled labor is mobile between a traded good sector and the non-traded good sector and unskilled labor is specific to another traded good sector. Capital is perfectly mobile among all these three sectors. We introduce involuntary unemployment equilibrium in both the labor markets and explain unemployment using efficiency wage hypothesis. We examine the effects of change in different factor endowments and prices of traded goods on the unemployment rates and on the skilled-unskilled relative wage. Also, we introduce Gini-Coefficient of wage income distribution as a measure of wage income inequality; and show that a comparative static effect may force the skilled-unskilled relative wage and the Gini-Coefficient of wage income distribution to move in opposite directions in the presence of unemployment.     

The evolution of male-female earnings differentials in Canadian universities,1970–2001

Abstract .  The evolution of academic salaries and the gender earnings gap in Canadian universities is analysed using a unique Statistics Canada data set containing detailed information on all full-time teachers at Canadian universities over the period 1970 through 2001. Male salaries declined across cohorts, while female salaries remained stable; consequently, male-female earnings differentials have narrowed. Recent years have also seen increasing variation in academic salaries for both men and women. A gender earnings gap remains, the bulk of which can be explained by differences in men's and women's rank and field. The unexplained earnings gap has decreased over time.     

The Effects of Gender Differences in Career Interruptions on the Gender Wage Gap in Spain

The aim of this paper is to measure the influence of past employment interruptions on current wages and to analyze how these interruptions contribute to the gender wage gap. The discontinuity in labor trajectories of Spanish employees from 2005 to 2010 is examined by measuring the duration of unemployment periods from employees’ first Social Security affiliation to the last job at which they were employed. Through the use of the database “Muestra Continua de Vidas Laborales” (MCVL), the estimated gender wage gap is found to be 13.1 percent. Introducing an index of interruptions as an explanatory variable, the results show that interruptions have a negative impact on both men's and women's wages. These interruptions explain 7.4 percent of the daily gender wage gap in Spain, primarily because women experience more interruptions in employment than men.     

Sex Differentials in Earnings in the South Korean Labor Market

We examine gender differences in earnings among South Korean workers in 1988 – the year the South Korean National Assembly enacted the Equal Employment Opportunity Act. Using the "88 Occupational Wage Bargaining Survey on the Actual Condition," we calculate women's mean earnings as a percentage of men's mean earnings by major industrial category and educational attainment. We find a larger wage gap among clerical and sales workers than production workers or professionals. Generally, the more education a woman has, the smaller the gap between her earnings and those of her male counterparts. Women with a middle-school education have a mean income 53.5 percent that of comparable men, while the female-to-male wage ratio among college graduates is 76.1 percent. We analyze wage differences separately for women and men. Following Ronald Oaxaca's (1973) work, we decompose male–female wage differentials. We also calculate a discrimination coefficient. Our work shows that, all else equal, men earn from 33.6 percent to 46.9 percent more than women with comparable skills. We attribute the difference to gender discrimination.