Labor Market Signaling and Self-Confidence: Wage Compression and the Gender Pay Gap

2012 ◽  
Vol 30 (4) ◽  
pp. 873-914 ◽  
Author(s):  
Luís Santos-Pinto
Keyword(s):  
Labor Market ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Self Confidence ◽  
Wage Compression ◽  
Market Signaling

scholarly journals The persistence of pay inequality: The gender pay gap in an anonymous online labor market

PLoS ONE ◽  
2020 ◽  
Vol 15 (2) ◽  
pp. e0229383
Author(s):  
Leib Litman ◽  
Jonathan Robinson ◽  
Zohn Rosen ◽  
Cheskie Rosenzweig ◽  
Joshua Waxman ◽  
...  
Keyword(s):  
Labor Market ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Pay Inequality ◽  
Online Labor

scholarly journals Can Gender Ideologies Account for Regional Variation of the Gender Pay Gap in Germany?

2020 ◽  
Author(s):  
Maik Hamjediers
Keyword(s):  
Labor Market ◽  
Regional Variation ◽  
Gender Disparities ◽  
Full Time ◽  
Gender Pay Gap ◽  
Gender Ideologies ◽  
Pay Gap ◽  
Market Experience ◽  
Level Statistics ◽  
And Gender

Research often invokes gender disparities in wage-determining characteristics to explain gender pay gaps. However, the to extent to which these gender disparities and gender pay gaps vary across contexts has received less attention. Therefore, I analyze how regional gender ideologies predict gender pay gaps in two ways: As directly affecting gender pay gaps and as indirectly predicting gender pay gaps through intermediate gender disparities in wage-determinants. The analyses are based on German survey data (SOEP 2014-2018) supplemented with regional-level statistics. First, I leverage regional differences in predictors of gender ideologies to estimate region-specific gender ideologies. Mapping these gender ideologies across Germany reveals substantial regional variation, which exceeds the known difference between East and Western Germany. Second, multi-level models provide region-specific gender disparities in wage-determinants and gender pay gaps. They show that in regions where traditional gender ideologies are wide-spread, women have less labor market experience and are less likely to work full-time or in supervising positions. Traditional gender ideologies thereby indirectly contribute to a higher gender pay gap by inducing gender disparities in labor market outcomes.Even after accounting for such disparities in wage-determinants, a considerable gender pay gap persists in regions with relatively more traditional gender ideologies. This points to a direct effect of gender ideologies on adjusted gender pay gaps which might base on gender ideologies inducing women’s pay discrimination or gender-divergent wage expectations and negotiations.

scholarly journals The persistence of pay inequality: The gender pay gap in an anonymous online labor market

2019 ◽  
Author(s):  
Leib Litman ◽  
Jonathan Robinson ◽  
Zohn Rosen ◽  
Cheskie Rosenzweig ◽  
Josh Waxman ◽  
...  
Keyword(s):  
Labor Market ◽  
Labor Markets ◽  
Wage Gap ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Men And Women ◽  
Work Arrangements ◽  
Online Labor Markets ◽  
Experience Education ◽  
Online Labor

Studies of the gender pay gap are seldom able to simultaneously account for the range of alternative putative mechanisms underlying it. Using CloudResearch, an online microtask platform connecting employers to workers who perform research-related tasks, we examine whether gender pay discrepancies are still evident in a labor market characterized by anonymity, relatively homogeneous work, and flexibility. For 22,271 Mechanical Turk workers who participated in nearly 5 million tasks we analyze hourly wages by gender, controlling for key covariates which have been shown previously to lead to differential pay for men and women. On average, women’s hourly earnings were 10.5% lower than men’s. Several factors contributed to the gender wage gap, including the tendency for women to select tasks that have lower advertised hourly pay. This study provides evidence that gender pay gaps can arise despite the absence of overt discrimination, labor segregation, and inflexible work arrangements, even after experience, education, and other human capital factors are controlled for. Findings highlight the need to examine other possible causes of the gender pay gap. Potential strategies for reducing the pay gap on online labor markets are also discussed.

The Effect of the External Labor Market on the Gender Pay Gap among Executives

ILR Review ◽  
2016 ◽  
Vol 70 (1) ◽  
pp. 132-159 ◽  
Author(s):  
Cristina Quintana-García ◽  
Marta M. Elvira
Keyword(s):  
Labor Market ◽  
Empirical Studies ◽  
The United States ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Representation Of Women ◽  
Top Executives ◽  
Technology Firms ◽  
Variable Pay ◽  
High Technology Firms

To date, few empirical studies have explored potential differences in the effects of external labor market hiring on the compensation of male and female managers. Using longitudinal data from a sample of public high-technology firms on individual top executives’ total compensation in the United States, and the separate components of base and variable pay, the authors study the effects of being an external hire for men and women. The results suggest that women who are external labor market hires are disadvantaged, in both base and variable compensation, compared with internal placements. The analyses also provide some evidence that having greater representation of women in top positions reduces the disadvantaging effects for women of being an external hire.

The University of Bath introduces Springboard’s Sprint programme for female undergraduates

2016 ◽  
Vol 48 (8) ◽  
pp. 381-386
Author(s):  
Bob Little
Keyword(s):  
Time Management ◽  
Well Being ◽  
Self Esteem ◽  
Career Goals ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Content Type ◽  
Personal Lives ◽  
Self Confidence ◽  
The University

Purpose The purpose of this paper is to set out the results of research which shows the gender pay gap among graduates and outline some of the steps being taken to combat this at the University of Bath. Notably, it highlights the Sprint programme, developed for women undergraduates. This programme aims to add value to the overall student experience at university, improve employability and help to ensure that each undergraduate – regardless of her subject, department or career aspirations – can develop to her fullest potential. Design/methodology/approach This paper outlines the Sprint programme and reports on how it is being used specifically by the University of Bath. It contains the results of interviews with the deliverers, sponsors and stakeholders of the Sprint programme. Findings The Sprint programme helps women focus on their studies at university, achieving results such as improved visibility and effectiveness in tutorials, better time management, less study stress, a boost in confidence and self-esteem. They also use Sprint to sharpen their career goals, raise their aspirations, explore possibilities and to take advantage of the work shadowing, internships and mentoring often offered by corporate sponsors. Research limitations/implications It is possible to bridge the gender pay gap as well as benefit women in other ways via learning and development activities, such as those promoted via the Sprint programme. Practical implications With help from programmes such as Sprint, women can achieve improved work visibility and effectiveness, better time management, reduced stress, increased confidence and self-esteem. This helps them achieve their career goals, raise their aspirations and generally develop their careers. Social implications Women can learn to compete effectively with men in the workplace as well as be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). This offers many benefits for women – and for the well-being of society in general. Originality/value The Sprint programme is unique – and is, increasingly, proving valuable. Although the Sprint programme is relatively new – having started in 2013 – it is already bearing positive results. This is not just true in terms of narrowing the gender pay gap but also in terms of improved business networking and heightened self-confidence among other factors.

Sign in / Sign up

Export Citation Format

Share Document