|
on Gender |
|
Issue of 2024‒10‒28
three papers chosen by Jan Sauermann, Institutet för Arbetsmarknads- och Utbildningspolitisk Utvärdering |
| By: | Pham, Tho (University of York); Schaefer, Daniel (Johannes Kepler University Linz); Singleton, Carl (University of Stirling) |
| Abstract: | National payroll earnings data reveal that men are generally paid more than women when they enter firms. Although this hiring wage gap has narrowed over the past two decades, it still accounts for over half of the overall gender pay gap in Great Britain. Even when firms hire men and women into the same specific occupation at roughly the same time, and accounting for previous work experience, there remains an unexplained hiring wage gap within jobs that favours men by 2.6%. These findings suggest that gender pay gap reporting laws that focus exclusively on the overall gaps within employers miss an important margin. Mandating employers to additionally disclose their wage gaps among newly hired workers could be highly informative. |
| Keywords: | gender segregation, occupation-specific wages, employer-employee data |
| JEL: | J16 J31 J70 |
| Date: | 2024–09 |
| URL: | https://d.repec.org/n?u=RePEc:iza:izadps:dp17285 |
| By: | Jaan Masso; Jaanika Meriküll; Liis Roosaar; Kärt Rõigas; Tiiu Paas |
| Abstract: | This paper focuses on two mechanisms that could explain the persistence of the gender pay gap – child penalty and bargaining. We concentrate on academia and use administrative data from the University of Tartu, the largest university in Estonia. The context of the academic sector allows us to control for worker productivity through indicators of research and teaching activities. Administrative data on academic staff from 2012 to 2021 has been linked with the population register and web-scraped data from SCOPUS. We follow the quasi-experimental approach proposed by Kleven et al. (2019a) to identify child penalty and derive outside option wages for all the detailed institutes to estimate the role of bargaining. Despite no penalty in hourly wages, the decrease in the working hours for mothers equals two years of full-time work spread over four years after childbirth. Compared to the penalty for the whole population, the child penalty in academia is shorter-lived, and no statistically significant effect on women's publications or citations was found. Men, in contrast, do not experience any penalties related to children. Women's worse bargaining skills seem to be an important factor behind the gender pay gap in academia, whereas the institute's higher outside option wage is related to relatively higher wages for men and is a less important factor for the wages of women. |
| Keywords: | Gender wage gap, child penalty, event study, bargaining, outside option, academic sector |
| Date: | 2024 |
| URL: | https://d.repec.org/n?u=RePEc:mtk:febawb:147 |
| By: | Damelang, Andreas (FAU); Rückel, Ann-Katrin (FAU); Stops, Michael (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "This study presents patterns of gender stereotyping in job ads in the German labor market and examines its association with the unequal distribution of men and women across occupations. Using a large dataset of job ads from the "BA-Jobbörse", one of the largest online job portals in Germany, we apply a machine learning algorithm to identify the explicitly verbalized job descriptions. We then use a dictionary of agentic (male-associated) and communal (female-associated) signal words to measure gender stereotyping in the job descriptions. We collect information for 710 different occupations. Our first result shows that more jobs are female-stereotyped than male-stereotyped. We then take the example of two occupational groups that reveal clear differences in tasks contents and are highly relevant regarding important megatrends like digitalization and the demographic change: On the one hand, Science, Technology, Engineering, and Mathematics (STEM) and, on the other hand, Health and Social Services occupations. Additionally, we investigate the hierarchical aspect of occupational gender segregation. We distinguish jobs according to their required skill level and whether or not they are supervisory and leadership positions. In contrast to our first result, we find within STEM occupations as well as in supervisory and leadership positions that the majority of jobs is male-stereotyped. Our findings indicate a positive association between gender stereotyping and occupational gender segregation, suggesting that gender stereotyping in job ads might contribute to the underrepresentation of women in certain occupations and occupational positions." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation |
| JEL: | J71 |
| Date: | 2024–09–30 |
| URL: | https://d.repec.org/n?u=RePEc:iab:iabdpa:202413 |