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Barry Reilly - One of the best experts on this subject based on the ideXlab platform.
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THE Gender Pay Gap IN VIETNAM, 1993-2002: A QUANTILE REGRESSION APPROACH
2007Co-Authors: Hung T Pham, Barry ReillyAbstract:This paper uses mean and quantile regression analysis to investigate the Gender Pay Gap for the wage employed in Vietnam over the period 1993 to 2002. It finds that the Doi moi reforms appear to have been associated with a sharp reduction in Gender Pay Gap disparities for the wage employed. The average Gender Pay Gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a narrowing in the Gender Pay Gap at most selected points of the conditional wage distribution, an effect most pronounced at the top end of the conditional wage distribution. However, the decomposition analysis suggests that the treatment effect is relatively stable across the conditional wage distribution and little evidence of a ‘glass-ceiling’ effect is detected for Vietnamese women in the wage employment sector in any of the years examined.
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The Gender Pay Gap in Vietnam, 1993–2002: A quantile regression approach
Journal of Asian Economics, 2007Co-Authors: Hung T Pham, Barry ReillyAbstract:Abstract This paper uses mean and quantile regression analysis to investigate the Gender Pay Gap for the wage employed in Vietnam over the period 1993–2002. It finds that the Doi moi reforms appear to have been associated with a sharp reduction in Gender Pay Gap disparities for the wage employed. The average Gender Pay Gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a narrowing in the Gender Pay Gap at most selected points of the conditional wage distribution, an effect most pronounced at the top end of the conditional wage distribution. However, the decomposition analysis suggests that the treatment effect is relatively stable across the conditional wage distribution and little evidence of a ‘glass-ceiling’ effect is detected for Vietnamese women in the wage employment sector in any of the years examined.
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The Gender Pay Gap and Trade Liberalisation: Evidence for India
2005Co-Authors: Barry Reilly, Puja Vasudeva DuttaAbstract:This paper uses nationally representative employment surveys to examine the magnitude of the Gender Pay Gap in India and its relationship to a set of trade liberalisation measures. Separate wage equations, corrected for selection bias, are estimated for men and women in wage employment. Conventional index number procedures are used to decompose the Gender Pay Gap into ‘endowment’ and ‘treatment’ components. The ‘treatment’ components comprise about one-third of the overall wage Gap – a result in comport with the existing evidence for India. There is some evidence that the ‘treatment’ or residual components are declining over time but the point estimates for the differentials in these components between the initial and terminal years of our analysis are found to be imprecisely determined. A methodology suggested by Horrace and Oaxaca (2001) is used to compute industry specific Gender Pay Gaps and their relationship with selected trade-related measures (e.g., tariff rates and trade ratios) is then examined econometrically within a GLS framework. We find little evidence that the trade-related measures are important determinants of the industry-level Gender Pay Gap and appear to have exerted a relatively benign influence on the evolution of the industry Gender Pay Gap in India over the last two decades.
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the Gender Pay Gap in the transition from communism some empirical evidence
Economic Systems, 2001Co-Authors: Andrew Newell, Barry ReillyAbstract:This short paper investigates the Gender Pay Gap in a number of former communist countries of eastern Europe and the Soviet Union. The main findings are that, in general, the Gender Pay Gap has not exhibited an upward tendency over the transitional period to which available data relate. Most of the Gender Pay Gap is ascribed to the ‘unexplained’ component using conventional decompositions and this may partly be attributable to the proxy measure for labour force experience used in this study. Quantile regression analysis indicates that in all but one country, the ceteris paribus Gender Pay Gap rises as we move up the wage distribution.
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The Gender Pay Gap in the Transition from Communism: Some Empirical Evidence
2001Co-Authors: Andrew Newell, Barry ReillyAbstract:This short paper investigates the path through the 1990s of the Gender Pay Gap in a number of former communist countries of Eastern Europe and the Soviet Union. The main findings are that the Gender Pay Gap has not exhibited, in general, an upward tendency over the transitional period to which available data relate. Most of the Gender Pay Gap is ascribed to the ‘unexplained’ component using conventional decompositions and this may partly be attributable to the proxy measure for labour force experience used in this study. Quantile regression analysis indicates that, in all but one country, the ceteris paribus Gender Pay Gap rises as we move up the wage distribution.
Lawrence M. Kahn - One of the best experts on this subject based on the ideXlab platform.
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Wage compression and the Gender Pay Gap
IZA World of Labor, 2015Co-Authors: Lawrence M. KahnAbstract:There are large international differences in the Gender Pay Gap. In some developed countries in 2010–2012, women were close to earnings parity with men, while in others large Gaps remained. Since women and men have different average levels of education and experience and commonly work in different industries and occupations, multiple factors can influence the Gender Pay Gap. Among them are skill supply and demand, unions, and minimum wages, which influence the economywide wage returns to education, experience, and occupational wage differentials. Systems of wage compression narrow the Gender Pay Gap but may also lower demand for female workers.
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The Gender Pay Gap
Academy of Management Perspectives, 2007Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Executive Overview The trends in the Gender Pay Gap in the United States form a somewhat mixed picture. On the one hand, after a half a century of stability in the earnings of women relative to men, there has been a substantial increase in women's relative earnings since the late 1970s. One of the things that make this development especially dramatic and significant is that the recent changes contrast markedly with the relative stability of earlier years. On the other hand, there is still a Gender Pay Gap. Women continue to earn considerably less than men on average, and the convergence that began in the late 1970s slowed noticeably in the 1990s. Is this slowdown just a blip in an overall trend, or has the Pay Gap converged as far as it can? We look at this issue in depth and make some predictions for the future.
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Understanding International Differences in the Gender Pay Gap
Journal of Labor Economics, 2003Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Using microdata for 22 countries over the 1985–94 period, we find that more compressed male wage structures and lower female net supply are both associated with a lower Gender Pay Gap, with an especially large effect for wage structures. Reduced‐form specifications indicate that the extent of collective bargaining coverage is also significantly negatively related to the Gender Pay Gap. Together, the wage compression and collective bargaining results suggest that the high wage floors that are associated with highly centralized, unionized wage setting raise women’s relative Pay, since women are at the bottom of the wage distribution in each country.
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the Gender Pay Gap
NBER Reporter, 2001Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Lawrence M. Kahn [*] Over the past 25 years, the Gender Pay Gap has narrowed dramatically in the United States. In our recent research, we analyze the sources of the relative wage gains for women in the United States, and we study the determinants of Gender differences in Pay using international comparisons of the Gender Gap. Trends over the 1980s and 1990s in the United States After a long period of constancy at about 60 percent, the Gender Pay ratio in the United States started to increase in the late 1970s. The pace of change was especially rapid during the 1980s, but it appears to have slowed considerably during the 1990s. We examine the sources of the robust trends of the 1980s in detail and investigate the reasons for the slower gains for women during the 1990s. Looking first at the 1980s experience, it is striking that the wage gains for women occurred during a time when overall wage inequality increased substantially. This raises the question of how women were able to narrow the Gender Gap in Pay when overall labor-market trends were increasingly unfavorable, for low-wage workers in general, and women were disproportionately represented at the bottom of the wage distribution. In analyzing the decline in the Gender Pay Gap, it makes sense to start with the two major explanations economists have developed for group differences in Pay: differences in human capital investments or other qualifications; and labor market discrimination -- differences in the treatment of men and women who are equally qualified. These two explanations are not necessarily mutually exclusive, and indeed considerable evidence supports each explanation for Gender Pay differences at any particular point in time. There also may be important feedback effects: discrimination in the labor market may lower women's incentives to invest in their qualifications, and women's lower qualifications reinforce statistical discrimination against them. [1] Building on earlier work by Chinhui Juhn, Kevin M. Murphy, and Brooks Pierce, we argue that to explain trends over time in the Gender Pay differential, we also must consider a third factor: overall trends in wage structure. [2] Wage structure refers to the returns the market sets for various skills or for employment in particular occupations or industries. Although wage structure was previously overlooked, both the human capital and the discrimination explanations of the Pay Gap imply that it plays a potentially important role in determining how women fare over time, For example, despite recent Pay gains, women still have less work experience than men on average. This means that if the market return to experience rises over time, women will be increasingly disadvantaged by having less experience. In addition, both the human capital and the discrimination models suggest reasons why women and men are likely to be employed in different occupations and perhaps in different industries. This implies that an increa se in the rewards for employment in "male" occupations or industries will further place women at an increasing disadvantage. In fact, the patterns of rising overall wage inequality for both men and women have been associated with precisely such increases in the market rewards to skill and to employment in high-Paying male sectors. This means that, during the 1980s, women as a group were essentially "swimming upstream" in a labor market that was growing increasingly unfavorable for workers with below-average skills -- in this case experience -- and for workers employed in disproportionately female-dominated occupations and industries. How can we explain the decrease in the Gender Pay Gap in the 1980s, when overall shifts in labor market returns were working against women as a group? Our analysis of this period, using data from the Panel Study of Income Dynamics, [3] indicates that women were able to more than overcome the effect of adverse shifts in overall wage structure (that is rising labor-market returns to skills and to employment in high-Paying male sectors) on their relative wages by improving their qualifications relative to men. …
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Understanding International Differences in the Gender Pay Gap
National Bureau of Economic Research, 2001Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:This paper tests the hypotheses that overall wage compression and low female supply relative to demand reduce a country's Gender Pay Gap. Using micro-data for 22 countries over the 1985-94 period, we find that more compressed male wage structures and lower female net supply are both associated with a lower Gender Pay Gap. Since it is likely that labor market institutions are responsible for an important portion of international differences in wage inequality, the inverse relationship between the Gender Pay Gap and male wage inequality suggests that wage-setting mechanisms, such as encompassing collective bargaining agreements, that provide for relatively high wage floors raise the relative Pay of women, who tend to be at the bottom of the wage distribution. Consistent with this view, we find that the extent of collective bargaining coverage in each country is significantly negatively associated with its Gender Pay Gap. Moreover, the effect of Pay structures on the Gender Pay Gap is quantitatively very important: a large part of the difference in the Gender differential between high Gap and low Gap countries is explained by the differences across these countries in overall wage structure, with another potentially important segment due to differences in female net supply.
Francine D. Blau - One of the best experts on this subject based on the ideXlab platform.
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The Gender Pay Gap
Academy of Management Perspectives, 2007Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Executive Overview The trends in the Gender Pay Gap in the United States form a somewhat mixed picture. On the one hand, after a half a century of stability in the earnings of women relative to men, there has been a substantial increase in women's relative earnings since the late 1970s. One of the things that make this development especially dramatic and significant is that the recent changes contrast markedly with the relative stability of earlier years. On the other hand, there is still a Gender Pay Gap. Women continue to earn considerably less than men on average, and the convergence that began in the late 1970s slowed noticeably in the 1990s. Is this slowdown just a blip in an overall trend, or has the Pay Gap converged as far as it can? We look at this issue in depth and make some predictions for the future.
-
Understanding International Differences in the Gender Pay Gap
Journal of Labor Economics, 2003Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Using microdata for 22 countries over the 1985–94 period, we find that more compressed male wage structures and lower female net supply are both associated with a lower Gender Pay Gap, with an especially large effect for wage structures. Reduced‐form specifications indicate that the extent of collective bargaining coverage is also significantly negatively related to the Gender Pay Gap. Together, the wage compression and collective bargaining results suggest that the high wage floors that are associated with highly centralized, unionized wage setting raise women’s relative Pay, since women are at the bottom of the wage distribution in each country.
-
the Gender Pay Gap
NBER Reporter, 2001Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Lawrence M. Kahn [*] Over the past 25 years, the Gender Pay Gap has narrowed dramatically in the United States. In our recent research, we analyze the sources of the relative wage gains for women in the United States, and we study the determinants of Gender differences in Pay using international comparisons of the Gender Gap. Trends over the 1980s and 1990s in the United States After a long period of constancy at about 60 percent, the Gender Pay ratio in the United States started to increase in the late 1970s. The pace of change was especially rapid during the 1980s, but it appears to have slowed considerably during the 1990s. We examine the sources of the robust trends of the 1980s in detail and investigate the reasons for the slower gains for women during the 1990s. Looking first at the 1980s experience, it is striking that the wage gains for women occurred during a time when overall wage inequality increased substantially. This raises the question of how women were able to narrow the Gender Gap in Pay when overall labor-market trends were increasingly unfavorable, for low-wage workers in general, and women were disproportionately represented at the bottom of the wage distribution. In analyzing the decline in the Gender Pay Gap, it makes sense to start with the two major explanations economists have developed for group differences in Pay: differences in human capital investments or other qualifications; and labor market discrimination -- differences in the treatment of men and women who are equally qualified. These two explanations are not necessarily mutually exclusive, and indeed considerable evidence supports each explanation for Gender Pay differences at any particular point in time. There also may be important feedback effects: discrimination in the labor market may lower women's incentives to invest in their qualifications, and women's lower qualifications reinforce statistical discrimination against them. [1] Building on earlier work by Chinhui Juhn, Kevin M. Murphy, and Brooks Pierce, we argue that to explain trends over time in the Gender Pay differential, we also must consider a third factor: overall trends in wage structure. [2] Wage structure refers to the returns the market sets for various skills or for employment in particular occupations or industries. Although wage structure was previously overlooked, both the human capital and the discrimination explanations of the Pay Gap imply that it plays a potentially important role in determining how women fare over time, For example, despite recent Pay gains, women still have less work experience than men on average. This means that if the market return to experience rises over time, women will be increasingly disadvantaged by having less experience. In addition, both the human capital and the discrimination models suggest reasons why women and men are likely to be employed in different occupations and perhaps in different industries. This implies that an increa se in the rewards for employment in "male" occupations or industries will further place women at an increasing disadvantage. In fact, the patterns of rising overall wage inequality for both men and women have been associated with precisely such increases in the market rewards to skill and to employment in high-Paying male sectors. This means that, during the 1980s, women as a group were essentially "swimming upstream" in a labor market that was growing increasingly unfavorable for workers with below-average skills -- in this case experience -- and for workers employed in disproportionately female-dominated occupations and industries. How can we explain the decrease in the Gender Pay Gap in the 1980s, when overall shifts in labor market returns were working against women as a group? Our analysis of this period, using data from the Panel Study of Income Dynamics, [3] indicates that women were able to more than overcome the effect of adverse shifts in overall wage structure (that is rising labor-market returns to skills and to employment in high-Paying male sectors) on their relative wages by improving their qualifications relative to men. …
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Understanding International Differences in the Gender Pay Gap
National Bureau of Economic Research, 2001Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:This paper tests the hypotheses that overall wage compression and low female supply relative to demand reduce a country's Gender Pay Gap. Using micro-data for 22 countries over the 1985-94 period, we find that more compressed male wage structures and lower female net supply are both associated with a lower Gender Pay Gap. Since it is likely that labor market institutions are responsible for an important portion of international differences in wage inequality, the inverse relationship between the Gender Pay Gap and male wage inequality suggests that wage-setting mechanisms, such as encompassing collective bargaining agreements, that provide for relatively high wage floors raise the relative Pay of women, who tend to be at the bottom of the wage distribution. Consistent with this view, we find that the extent of collective bargaining coverage in each country is significantly negatively associated with its Gender Pay Gap. Moreover, the effect of Pay structures on the Gender Pay Gap is quantitatively very important: a large part of the difference in the Gender differential between high Gap and low Gap countries is explained by the differences across these countries in overall wage structure, with another potentially important segment due to differences in female net supply.
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Analyzing the Gender Pay Gap
The Quarterly Review of Economics and Finance, 1999Co-Authors: Francine D. Blau, Lawrence M. KahnAbstract:Abstract Empirical research on Gender Pay Gaps has traditionally focused on the role of Gender-specific factors, particularly 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 our previous work we 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.
Hung T Pham - One of the best experts on this subject based on the ideXlab platform.
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THE Gender Pay Gap IN VIETNAM, 1993-2002: A QUANTILE REGRESSION APPROACH
2007Co-Authors: Hung T Pham, Barry ReillyAbstract:This paper uses mean and quantile regression analysis to investigate the Gender Pay Gap for the wage employed in Vietnam over the period 1993 to 2002. It finds that the Doi moi reforms appear to have been associated with a sharp reduction in Gender Pay Gap disparities for the wage employed. The average Gender Pay Gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a narrowing in the Gender Pay Gap at most selected points of the conditional wage distribution, an effect most pronounced at the top end of the conditional wage distribution. However, the decomposition analysis suggests that the treatment effect is relatively stable across the conditional wage distribution and little evidence of a ‘glass-ceiling’ effect is detected for Vietnamese women in the wage employment sector in any of the years examined.
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The Gender Pay Gap in Vietnam, 1993–2002: A quantile regression approach
Journal of Asian Economics, 2007Co-Authors: Hung T Pham, Barry ReillyAbstract:Abstract This paper uses mean and quantile regression analysis to investigate the Gender Pay Gap for the wage employed in Vietnam over the period 1993–2002. It finds that the Doi moi reforms appear to have been associated with a sharp reduction in Gender Pay Gap disparities for the wage employed. The average Gender Pay Gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a narrowing in the Gender Pay Gap at most selected points of the conditional wage distribution, an effect most pronounced at the top end of the conditional wage distribution. However, the decomposition analysis suggests that the treatment effect is relatively stable across the conditional wage distribution and little evidence of a ‘glass-ceiling’ effect is detected for Vietnamese women in the wage employment sector in any of the years examined.
Boris Hirsch - One of the best experts on this subject based on the ideXlab platform.
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Is There a Gap in the Gap? Regional Differences in the Gender Pay Gap
Scottish Journal of Political Economy, 2013Co-Authors: Boris Hirsch, Marion König, Joachim MöllerAbstract:In this paper, we investigate regional differences in the Gender Pay Gap both theoretically and empirically. Within a spatial model of monopsonistic competition, we show that more densely populated labour markets are more competitive and constrain employers’ ability to discriminate against women. Utilizing a large administrative data set for western Germany and a flexible semi-parametric propensity score matching approach, we find that the unexplained Gender Pay Gap for young workers is substantially lower in large metropolitan than in rural areas. This regional Gap in the Gap of roughly 10 percentage points remained surprisingly constant over the entire observation period of 30 years.
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Spatial Monopsony and Regional Differences in the Gender Pay Gap
Lecture Notes in Economics and Mathematical Systems, 2010Co-Authors: Boris HirschAbstract:While most of the empirical literature on the Gender Pay Gap focusses on the variation of the Gender Pay Gap between countries and its evolution over time, an aspect that has attracted far less attention is the regional variation of the Gap within the same country. Though many studies use regional information as control variables in the estimations, only few explicitly deal with the Gap’s regional dimension.2 However, to our knowledge, there has been made no attempt to systematically investigate regional differences in the Gender Pay Gap and their evolution over time. What is more, there seems to be no economic theory around that readily explains why there should be such differences. We intend to remove both of these omissions.
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Spatial Monopsony and the Gender Pay Gap
Lecture Notes in Economics and Mathematical Systems, 2010Co-Authors: Boris HirschAbstract:In the following, we shall apply the reasoning from the short-run model in Chapter 3 to investigate the Gender Pay Gap. We will employ the simplest model possible by considering a situation of dyopsony with constant individual labour supply. Furthermore, we will exclusively focus on the solution under the Bertrand–Nash assumption, i.e., under HS conjectures. Since we will allow for heterogeneity among firms and workers, we will derive the solution within a more explicitly game-theoretic approach – in terms of finding a Nash equilibrium to the wage-setting game played by the two firms – as the short cut via conjectural variations used hitherto loses its analytical convenience. But before setting up the model, we shall first say something about the Gender Pay Gap and the standard explanations brought forward to deal with this empirical regularity.
