scholarly journals Rising Wage Inequality, the Decline of Collective Bargaining, and the Gender Wage Gap

2010 ◽  
Author(s):  
Dirk Antonczyk ◽  
Bernd Fitzenberger ◽  
Katrin Sommerfeld
Keyword(s):  
Collective Bargaining ◽  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap

scholarly journals Rising wage inequality, the decline of collective bargaining, and the gender wage gap

2010 ◽  
Vol 17 (5) ◽  
pp. 835-847 ◽  
Author(s):  
Dirk Antonczyk ◽  
Bernd Fitzenberger ◽  
Katrin Sommerfeld
Keyword(s):  
Collective Bargaining ◽  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap

Glass Ceilings in Portugal?

2010 ◽  
Vol 1 (2) ◽  
pp. 1-18 ◽  
Author(s):  
Raquel Mendes
Keyword(s):  
Wage Inequality ◽  
Glass Ceiling ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Gender Segregation ◽  
Ceiling Effect ◽  
Wage Distribution ◽  
Women's Wages ◽  
Gender Based ◽  
Women's Role

Despite the evidence of female progress with regard to women’s role in the labor market, gender inequality remains. Women are still less likely to be employed than men, occupational gender segregation continues, and females continue to earn less than males. The gender wage gap remains wide in several occupational sectors, among which is the information technology (IT) sector. This paper focuses the determinants of gender wage inequality. More precisely, it investigates for statistical evidence of a glass ceiling effect on women’s wages. Based on the quantile regression framework, the empirical analysis extends the decomposition of the average gender wage gap to other parts of the earnings distribution. The main objective is to empirically test whether gender-based wage discrimination is greater among high paid employees, in line with glass ceiling hypothesis. Larger unexplained gaps at the top of the wage distribution indicate the existence of a glass ceiling effect in Portugal.

THE EFFECT OF THE COLLECTIVE BARGAINING LEVEL ON THE GENDER WAGE GAP: EVIDENCE FROM SPAIN

2008 ◽  
Vol 76 (3) ◽  
pp. 301-319 ◽  
Author(s):  
FLORENTINO FELGUEROSO ◽  
MARÍA J. PÉREZ-VILLADÓNIGA ◽  
JUAN PRIETO-RODRIGUEZ
Keyword(s):  
Collective Bargaining ◽  
Gender Wage Gap ◽  
Wage Gap

Is there less gender inequality in the service sector? The gender wage-gap in knowledge-intensive services

2015 ◽  
Vol 54 (3) ◽  
pp. 369-393 ◽  
Author(s):  
Diego Dueñas-Fernández ◽  
Carlos Iglesias-Fernández ◽  
Raquel Llorente-Heras
Keyword(s):  
Information And Communication Technologies ◽  
Gender Inequality ◽  
Wage Inequality ◽  
Service Sector ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Communication Technologies ◽  
Information And Communication ◽  
Knowledge Intensive ◽  
The One

The expansion of services and the dissemination of information and communication technologies (ICTs) are identified as important factors for improving employment opportunities for women, reducing labour differences by gender. The objective of the study is to determine to what extent services, and especially those most closely linked with knowledge and ICTs such as knowledge-intensive services (KIS), are changing some of the basics of labour gender differences. To do this, first we measure and characterize employment related to the service sector and KIS, comparing the existing gender wage-gap in these activities with the one observed in the overall economy. Then we carry out an analysis of decomposition over these gaps (in term of total distribution of wages and by quantiles). Our results indicate that, although KIS improve the wage situation of women, they are unable substantially to reduce gender wage inequality in the Spanish labour market, perhaps because the same gendered structures of the workplace are replicated in the KIS activities.

Working for the Woman? Female Managers and the Gender Wage Gap

2007 ◽  
Vol 72 (5) ◽  
pp. 681-704 ◽  
Author(s):  
Philip N. Cohen ◽  
Matt L. Huffman
Keyword(s):  
Wage Inequality ◽  
Linear Models ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
High Status ◽  
Data Set ◽  
Representation Of Women ◽  
Female Managers ◽  
Management Positions ◽  
Gender Characteristics

Most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the “glass ceiling.” We offer the first largescale analysis that turns this question around, asking whether the gender characteristics of managers-specifically, the gender composition and relative status of female managers-affect inequality for the nonmanagerial workers beneath them. Results from three-level hierarchical linear models, estimated on a unique nested data set drawn from the 2000 Census, suggest that greater representation of women in management does narrow the gender wage gap. Model predictions show, however, that the presence of high-status female managers has a much larger impact on gender wage inequality. We conclude that the promotion of women into management positions may benefit all women, but only if female managers reach relatively high-status positions.

The Gender Wage Gap: A Comparison of Australia and Canada

ILR Review ◽  
1996 ◽  
Vol 49 (4) ◽  
pp. 729-746 ◽  
Author(s):  
Michael P. Kidd ◽  
Michael Shannon
Keyword(s):  
Labor Market ◽  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Rate Of Return ◽  
Wage Determination ◽  
Labor Market Institutions ◽  
Market Experience ◽  
Using Data ◽  
Labour Market Activity

Using data from the 1989 Canadian Labour Market Activity Survey and, for Australia, the 1989–90 Income Distribution Survey, the authors investigate the reasons for the significantly lower gender wage gap in Australia than in Canada. Key similarities and differences between these two countries, the authors argue, make them a good basis for a “natural experiment” to investigate the effects of different labor market institutions. In particular, Australia has a stronger union movement and a greater degree of centralization in wage determination than Canada, and most of its workers are covered by legally binding minimum working conditions. The authors conclude that several differences between the countries in labor market structure—notably, a lower rate of return to education, a lower rate of return to labor market experience, and a lower level of wage inequality in Australia than in Canada—are largely responsible for the smaller gender wage gap in Australia.

scholarly journals DIFFERENCES IN DECLINE: QUANTILE REGRESSION OF MALE–FEMALE EARNINGS DIFFERENTIAL IN MALAYSIA

2015 ◽  
Vol 60 (04) ◽  
pp. 1550054 ◽  
Author(s):  
SIEW CHING GOY ◽  
GERAINT JOHNES
Keyword(s):  
Quantile Regression ◽  
Wage Inequality ◽  
Gender Wage Gap ◽  
Wage Gap ◽  
Wage Distribution ◽  
Western Society ◽  
Floor Effect ◽  
Earnings Differential ◽  
Gender Earnings Gap ◽  
The Difference

Semiparametric estimation has gained significant attention in the study of wage inequality between men and women in recent years. By extending the wage gap at the mean towards the entire wage distribution using quantile regression, it enables researchers to ascertain the direction and the proportions of differences in characteristics and returns to these characteristics at different parts of the wage distribution. This line of research has been prominent in western society but has not yet been explored in the context of the Malaysian labor market. To fill the gap, this paper examines the gender earnings gap in Malaysia between 1994 and 2004 using Malaysia Population and Family Survey data. The gender earnings differential, as measured by the log percentage point is 53% in 1994. The difference reduces to 45% for a restricted sample and 42% for the unrestricted sample in 2004. However, it was found that the gender wage gap reduces as we move up the wage distribution. This suggests that women suffer from a sticky floor effect, i.e., the gender wage gap is bigger at the bottom of distribution. More importantly, the observed gender wage differentials do not reflect differences in the productive characteristics of the workers. In fact, it accounts for very little, if any, of the gap in Malaysia. However, the extent of the price effect is larger at the bottom end of the distribution than at the top.

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