Do you get what you ask? The gender gap in desired and realised wages

Meriküll, Jaanika; Mõtsmees, Pille

doi:10.1108/ijm-11-2015-0197

Cited by 10 publications

(13 citation statements)

References 36 publications

(54 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…It approaches 30 log points around the 60th percentile and stays at a similar level for the upper part of the wage distribution. This shape of distribution is similar to the results from Christofides et al (2013) and Meriküll and Mõtsmees (2017). Therefore, there is no evidence of a sticky floor or glass ceiling effect (wage gap especially low at the very bottom or top of the wage distribution).…”

Section: Baseline Results and The Role Of The Skillssupporting

confidence: 90%

“…Our opposite finding of large differences in conditional wages within an establishment fit the Estonian institutional environment well, since it has low minimum wages and the role of unions is weak (see also Section 2.2). There is also evidence that women ask for lower wages than men in one on-line job portal in Estonia, which can reflect their worse bargaining skills (Meriküll and Mõtsmees 2017). The choice of the counterfactual group of coefficients affects the relative size of bargaining effect.…”

Section: Baseline Results and The Role Of The Skillsmentioning

confidence: 99%

See 1 more Smart Citation

The Role of Firms in the Gender Wage Gap

2020

Self Cite

View full text Add to dashboard Cite

Recent research suggests that firm-level factors play a significant role in the gender wage gap. This paper adds to this literature by analysing the role of sorting between firms and bargaining within firms using the methodology of Card et al. (2016). We employ linked employer-employee data for the whole population of firms and employees from Estonia for 2006-2017. Estonia is a country with the highest gender wage gap in the EU with about two-thirds of that unexplained by conventional factors. The results show that firm-level factors are important determinants of the gender wage gap, explaining as much as 35% of the gap. We find that within-firm bargaining plays a larger role in the gender wage gap than similar prior papers. This could be related to lenient labour market institutions, as reflected in low minimum wages and union power, and to lower bargaining skills of women. Further, the role of firm-level factors in the gender wage gap have increased over time, and these are especially important at the top of the wage distribution and among workers that are more skilled. There is a heavy penalty for motherhood in wages, 4-9 log points, but this is not related to firm-specific time-invariant productivity premiums.JEL Classification: J31, J71, J16, D22

show abstract

Section: Baseline Results and The Role Of The Skillssupporting

confidence: 90%

Section: Baseline Results and The Role Of The Skillsmentioning

confidence: 99%

The Role of Firms in the Gender Wage Gap

2020

Self Cite

View full text Add to dashboard Cite

show abstract

“…Work-discontinuities for women due to having children have been shown as a major driver of the aggregate gender wage gap (Goldin 2014). However, we acknowledge that, on the other hand, in the Estonian data these have tended to explain only a relatively small share of the gender wage gap (Anspal 2015, Meriküll andMõtsmees 2017). The gender wage gap is traditionally found to be much higher for women with children below the age of 18.…”

Section: Potential Explanations Of the Effects And Robustness Checksmentioning

confidence: 80%

The contribution of multinationals to wage inequality: foreign ownership and the gender pay gap

Vahter

Masso

2018

Rev World Econ

View full text Add to dashboard Cite

While an abundance of studies exists documenting the significant wage premium of multinationals (MNE) and the effects of foreign direct investments (FDI) on wage inequality, much less is still known about how foreign ownership affects the gender wage gap of employees in firms. Based on employer-employee level data from Estoniaa country with the largest gender wage gap in the EUthis study highlights the regularity that foreign owned firms display on average a substantially larger gender wage gap than domestically owned firms. Among different occupation groups, this result is especially evident among managers. Furthermore, this difference is also evident if we focus on acquisitions of domestic firms by MNEs and estimate its effects based on propensity score matching. The resulting increase in gender wage gap is due to men capturing a higher wage premium from working at foreign owned firms than women, although both tend to gain in terms of wages from being employed at MNEs. We find evidence (albeit limited) suggesting that one of the explanations of the difference in the gender wage gap between foreign-owned and domestically-owned firms could potentially be that MNEs require more of a continuous commitment from their employees compared to other firms.

show abstract

“…These results are the consequence of the very different wage distributions for men and women in Estonia. The gender wage gap is very large in Estonia (Meriküll and Mõtsmees, 2014).This means that a man at, for instance, the 20 th percentile of the wage distribution for men earn much more than a woman at the 20 th percentile of the distribution for women.…”

Section: Gender and Agementioning

confidence: 99%

“…The wage distribution is however very wide compared to the peers in Western Europe. Moreover, the wage gap that cannot be explained by standard controls such as education and labour market experience is very large across the genders (Meriküll & Mõtsmees, 2014). Estonia has become a country with a high degree of nominal wage flexibility in Europe (Druant et al, 2012) and external shocks appear in large part to be accommodated through adjustment in wage costs (Babetskii, 2006).…”

Section: The Estonian Economy and Labour Marketmentioning

confidence: 99%

Minimum wages and the wage distribution in Estonia

2018

Self Cite

View full text Add to dashboard Cite

This paper studies how changes in the statutory minimum wage have affected the wage distribution in Estonia, a post-transition country with little collective bargaining and relatively large wage inequality. The analyses show that the minimum wage has had substantial spill-over effects on wages in the lower tail of the distribution; the effects are most pronounced up to the 20 th percentile and then decline markedly. The minimum wage has contributed to lower wage inequality and this has particularly benefitted lowwage segments of the labour market such as women and the elderly. Interestingly, the importance of the minimum wage for the wage distribution was smaller during the global financial crisis than before or after the crisis.

show abstract

Do you get what you ask? The gender gap in desired and realised wages

Cited by 10 publications

References 36 publications

The Role of Firms in the Gender Wage Gap

The Role of Firms in the Gender Wage Gap

The contribution of multinationals to wage inequality: foreign ownership and the gender pay gap

Minimum wages and the wage distribution in Estonia

Contact Info

Product

Resources

About