2002) “The Evolution of the Early Career Gender Wage” IZA Discussion Paper number 436 (original) (raw)

of LaborWage Growth and Job Mobility in the Early Career: Testing a Statistical Discrimination Model of the Gender Wage Gap

2012

Any opinions expressed here are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but the institute itself takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the intereste...

of LaborVocational Training and Gender: Wages and Occupational Mobility among Young Workers

2014

Any opinions expressed here are those of the author(s) and not those of the institute. Research disseminated by IZA may include views on policy, but the institute itself takes no institutional policy positions. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit company supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper shou...

of LaborThe Public-Private Sector Gender Wage Differential: Evidence from Matched Employee-Workplace Data

2007

of LaborThe Wage Curve Reloaded

2014

of LaborDisability, Gender and the Labour Market

2014

This Discussion Paper is issued within the framework of IZA’s research area Welfare State and Labor Market. Any opinions expressed here are those of the author(s) and not those of the institute. Research disseminated by IZA may include views on policy, but the institute itself takes no institutional policy positions. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results ...

Where Are We in the Economics of Gender?: The Gender Pay Gap

SSRN Electronic Journal, 2000

Empirical research on gender pay gaps has traditionally focused on the role of gender-specific factors, particulmly gender differences in qualifications and differences in the treatment of otherwise equally qualified male and female workers (i.e., labor market discrimination). This paper explores the determinants of the gender pay gap and argues for the importance of an additional factor, wage structure, the array of prices set for labor market skills and the rewards received for employment in favored sectors. Drawing on joint work with Lawrence Kahn, I illustrate the impact of wage structure by presenting empirical results analyzing its effect on international differences in the gender gap and trends over time in the gender differential in the U.S.

of LaborPerformance Pay and Multi-dimensional Sorting: Productivity, Preferences and Gender

2006

Lohngleichheitsgesetze und der Gender Wage Gap

The IZA World of Labor, 2014

Pros Policies promoting greater day care utilization reduce the male-female wage gap. Policies aimed at increasing women's lifetime work can reduce the gender wage gap. The gender wage gap is smallest (2.8%) between single men and single women. The gender wage gap is decreasing in most countries. eleVaToR PITch Despite equal pay legislation dating back 50 years, American women still earn 22% less than their male counterparts. In the UK, with its Equal Pay Act of 1970, and France, which legislated in 1972, the gap is 21% and 17% respectively, and in Australia it remains around 17%. Interestingly, the gender pay gap is relatively small for the young but increases as men and women grow older. Similarly, it is large when comparing married men and women, but smaller for singles. Just what can explain these wage patterns? And what can governments do to speed up wage convergence to close the gender pay gap? Clearly, the gender pay gap continues to be an important policy issue. aUThoR'S maIn meSSaGe Equal pay policies based on wage outcomes have had little effect on the gender wage gap. Policies reducing women's work, such as marriage taxes, increase the gender wage gap. Strong evidence supports the idea that accumulated human capital narrows the gender wage gap. The gender gap is already decreasing in most countries because changing demographics led to increased women's lifetime labor force participation. Nevertheless, effective policies that promote even greater lifetime work for women can successfully reduce the gender wage gap further. cons Audit studies designed to "catch" employers in the act find little evidence of gender discrimination. Impact studies of the effects of antidiscrimination policies find little effect on reducing the gender wage gap. The gender wage gap is largest (greater than 25%) between married men and married women with children. Equal pay legislation may well be missing its target. equal pay legislation and the gender wage gap Despite major efforts at equal pay legislation, gender pay inequality still exists in the developed economies. How can this be put right?

Career Starts and the Male-Female Wage Gap

2003

Dans ce travail, nous nous intéressons à l'évolution des carrières des jeunes travailleurs masculins et féminins au cours des premières années de vie active. Nous étudions dans un contexte dynamique les liens pouvant exister entre la discrimination statistique, la mobilité professionnelle, l'ancienneté en entreprise et les profils salariaux. Le modèle théorique postule qu'il est plus coûteux pour les employeurs d'évaluer la productivité des travailleurs féminins. On postule également que l'erreur de mesure portant sur la productivité disparaît plus rapidement pour les travailleurs masculins. Ces deux hypothèses génèrent de nombreuses prédictions théoriques falsifiables concernant les écarts salariaux hommes/femmes en début de carrière. Ces prédictions sont confrontées à des données françaises. Nous trouvons que la plupart des prédictions théoriques sont cohérentes avec les données.

2002) “The Evolution of the Early Career Gender Wage” IZA Discussion Paper number 436 (original) (raw)

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