Much of the literature on gender inequality in sport is devoted to media bias and conceptualizations of masculinity and femininity. In comparison, there is a paucity of empirical research on the sex pay gap. Our case study uses publically accessible data for professional tennis players ranked in the top 100 at the end of the 2009 season to determine to what extent a pay gap exists between men and women. We find that median earnings – both in 2009 and over a player’s career – are substantially higher for men than women in the sample. Net of various productivity measures, the average female player earned less than her male counterpart for every singles tournament won in 2009. We also find that while prize money for men and women is equal in prestigious tournaments such as Grand Slam events, women’s prize money is considerably lower in many of the less publicized tournaments. We submit that the sex pay gap among professional tennis players can be explained in part by productivity in 2009, as well as differential payouts for middle- and low-tier tournaments.
With the increasing feminization of the legal profession in the United States over the last half century, past research has documented the prevalence and transformation of gender inequality in law firms. However, relatively little is known about gender inequality in small, conservative legal markets like Utah. This thesis examines data from the 2008-2009 Utah Attorney Advancement and Retention Survey. The analyses indicate that relative to their male colleagues, women earned less in 2007 and are less likely to procure higher quality job assignments than their peers. The most promising explanations for these disparities include employment sector, gender and motherhood statuses, and year of bar admittance. Contrary to the results of past work, analyses find little or no effect for several traditional predictors of gender gaps including marital status, mentoring, tokenism, firm size, and hours billed. Openended responses reveal that while overt discrimination exists to some degree in Utah firms, most inequitable treatment has taken on subtle forms such as exclusion from the "good old boys" network, perpetuation of traditional gender roles and stereotypes, and differential opportunity paths and structures.
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