Male-female earnings differentials among lawyers in Britain: a legacy of the law or a current practice? |
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| Affiliation: | 1. Knowledge, Technology and Innovation, Wageningen University and Research Centre, PO Box 8130, 6700 EW Wageningen, The Netherlands;2. Worked for Wageningen University and Research Centre in Mozambique between July 2011 and June 2012;3. Plant Production Systems, Wageningen University and Research Centre, PO Box 430, 6700 AK Wageningen, The Netherlands;1. Institute of Nanotechnology, Karlsruhe Institute of Technology, P.O. Box 3640, 76021, Karlsruhe, Germany;2. Institute of Thermal Process Engineering, Thin Film Technology, Karlsruhe Institute of Technology, P.O. Box 3640, 76021, Karlsruhe, Germany;3. International Research Centre “Smart Materials”, Southern Federal University, Sorge 5, 344090, Rostov-on-Don, Russian Federation;4. Helmholtz Institute Ulm, Karlsruhe Institute of Technology, Helmholtzstr. 11, 89081, Ulm, Germany;5. Karlsruhe Nano Micro Facility, Karlsruhe Institute of Technology, P.O. Box 3640, 76021, Karlsruhe, Germany;6. KIT-TUD Joint Laboratory Nanomaterials, Technical University Darmstadt, Jovanka-Bontschits-Str. 2, 64287, Darmstadt, Germany;7. Institute of Surface Chemistry and Catalysis, Ulm University, Albert-Einstein-Allee 47, 89081, Ulm, Germany;8. Swiss-Norwegian Beamline, European Synchrotron Radiation Facility, BP 220, 38043, Grenoble, France |
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| Abstract: | On average, female solicitors earn only 56 per cent as much as men. An historical underrepresentation of women in the profession, differences in preferences and discrimination are the most frequently quoted explanations. The data cover private practice solicitors in Britain and are unusual in two respects: hours of work are distinguished by whether or not they are billed to clients and periods of parental leave are recorded. We find that a significant part of the pay-gap is due to women's limited access to partnership status and lower earnings growth once promoted. Fewer hours worked and billed and lower postqualification experience are also important. The results presented are consistent with labour market models that emphasise end-load compensation incentive systems where the extent to which compensation is deferred is greater for women. |
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