Despite women's rising participation in higher education in recent decades, gender inequalities in the labor market persist in the United States and other Western societies. Most prominently, women's hourly wages remain approximately 80 percent of men's wages (Blau and Kahn 2007; Ridgeway 2011). Even after extensively controlling for human capital and working hours, a remarkable gender pay gap remains, with the ratio of female-to-male earnings being .90 (for the United States, see Blau and Kahn 2007; for Germany, see Gartner and Hinz 2009). Moreover,
Discrimination is long seen as a meaningful factor for ethnic inequalities on rental housing markets. Yet empirically, the extent of discrimination is still debatable. For the first time, this article provides a quantitative meta-analysis of field experiments (in person audits and correspondence tests) that were run over the last four decades in the United States, Canada and Europe (N = 71). Special focus is given to a possible inflation of effect sizes by publication bias; to time trends; and to evidence for statistical discrimination. Taken together, nearly all experiments document the occurrence of ethnic discrimination. Effect sizes are inflated by publication bias, but there is still substantial evidence left once the bias is removed. The analysis reveals a consistent decline in the extent of discrimination over time, from moderate levels of discrimination in the 1970s and 1980s, up to only small but still statistically significant levels in the 1990s and 2000s. A significant part of the discriminatory behaviour can be attributed to missing information about the social status of applicants, which supports theories on statistical discrimination. It is discussed how future research could move our knowledge on the underlying mechanisms forward.
This article focuses on the problems faced by dual‐earner partnerships arising from the regional coordination of the partners' careers. It is still unknown whether the fact that couples are less mobile than singles is caused by homogeneous preferences within couples or by a process of balancing conflicting interests. Consequently, we analyze the potential conflicts provoked by work‐related migration incentives. We test hypotheses derived from bargaining theory using quasi‐experimental data from a factorial survey of nearly 280 European couples. Our results support the bargaining approach and confirm that asymmetrical shifts in bargaining power drive the potential for conflict. Women's willingness to move is generally less than men's, but the impact of employment prospects differs only slightly by gender.
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