Gender wage gap studies: consistency and decomposition

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in SOEPpapers on Multidisciplinary Panel Data Research at DIW BerlinThis series presents research findings based either directly on data from the German SocioEconomic Panel Study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science.The decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly. Glass Ceiling Effect and Earnings -The Gender Pay Gap in Managerial Positions in GermanyElke Holst* and Anne Busch** AbstractAlthough there are a variety of studies on the gender pay gap, only a few relate to managerial positions. The present study attempts to fill this gap. Managers in private companies in Germany are a highly selective group of women and men, who differ only marginally in their human capital endowments. The Oaxaca/Blinder decomposition shows that the gender pay gap in the gross monthly salary can hardly be explained using the human capital approach. Adding variables on gender-specific labor market segregation and dimensions of the household and family to the model allows more than two-thirds of the gender pay gap to be explained. However, taking selection effects in a managerial position into account (Heckman correction), the proportion explained decreases to only one-third. This reveals the real extent to which women are disadvantaged on the labor market. In addition, we observe not only that the wages in typical women's jobs are lower than in typical men's jobs but also that women are paid less than men in typical women's jobs. The two-thirds of the gender pay gap that remain unexplained represent the unobserved heterogeneity. This includes, for example,...

Section: Introductionmentioning

confidence: 99%

Glass Ceiling Effect and Earnings - The Gender Pay Gap in Managerial Positions in Germany

Busch

Holst

2009

“…This proxy has been criticised on the grounds that people do not work continuously after having completed school, and this is particularly true in South Africa (Woolard, 2002). A further issue with this proxy relates to the fact that women often have more interrupted work histories than their male counterparts due, for example, to family responsibilities (see for instance, Kunze, 2008). Thus, if work experience itself is gendered, then the implication is that a measured gender earnings gap with such a proxy may be overestimated (or biased upwards).…”

Section: Explanatory Variables and The Gender Earnings Gap: Some Concmentioning

confidence: 99%

“…It is in fact observed that men and women move into different fields, in other words there is a degree of self-selection into occupations groups (Kunze, 2008). The theory of compensating differentials, for instance, argues that women may choose occupations or jobs that fit in with their lifestyles, more specifically, as far as family responsibilities and child care is concerned.…”

Section: Explanatory Variables and The Gender Earnings Gap: Some Concmentioning

confidence: 99%

“…For instance, Kunze (2008) argues that unobserved skills may affect individual"s choices of work histories and may therefore, in part, account for the unexplained portion of the differences in earnings between genders (Kunze, 2008), andJann (2008) corroborates this. The unexplained portion could also be representative of pre-labour market factors such as school quality and family background, both of which can bias the measure of discrimination.…”

mentioning

confidence: 91%

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The Gender Wage Gap in the Post-Apartheid South African Labour Market

Bhorat

Goga

2012

This work is licenced under the Creative Commons Attribution-Non-Commercial-Share Alike 2.5 South Africa License. To view a copy of this licence, visit http://creativecommons.org/licenses/by-nc-sa/2.5/za/ or send a letter to Creative Commons, 171 Second Street, Suite 300, San Francisco, California 94105, USA. ABSTRACTWe estimate the gender wage gap for Africans in post-apartheid South Africa over the 2001 to 2007 period. Separate male and female earnings equations yields no significant decline in the conditional wage gap, regardless of whether we correct for selection into the labour force and employment or not. Notwithstanding this, the data appear to reveal a decline in the "explained" proportion of the gap with no significant change in the "unexplained" proportion of the gap. Nevertheless, the "unexplained" proportion or discrimination accounted for 71 percent of the gap in 2007 when using the uncorrected estimates (and the male wage structure as the non-discriminatory norm) thus highlighting the presence, arguably, of substantial discrimination against African women in the post-apartheid South African labour market.We note though that the assumption that the "unexplained" component accounts for discrimination has been criticized for a number of reasons, including the fact that women may self-select into certain types of jobs, the impact of gender-based pre-labour market factors as well as omitted variable bias. Finally, we find that using the either the male or pooled wage structure as the non-discriminatory wage structure provides similar results when undertaking the decomposition. In turn, using the female wage structure results in the harshest results as far as gender discrimination is concerned. JEL Codes: J16, J31

“…Keeping in mind the well-documented gender pay gap (Holst and Busch, 2010;Blau and Kahn, 2006;Kunze, 2008), it is clear that women will often have less bargaining power than their spouses. Moreover, men will then expect fewer returns from the market.…”

Section: Bargaining Power and Support Gapmentioning

confidence: 99%

Shall I Help You My Dear? Examining Variations in Social Support for Career Advancement within Partnerships

Golsch

2012

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in SOEPpapers on Multidisciplinary Panel Data Research at DIW BerlinThis series presents research findings based either directly on data from the German SocioEconomic Panel Study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science.The decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly.Any opinions expressed in this series are those of the author(s) and not those of DIW Berlin.Research disseminated by DIW Berlin may include views on public policy issues, but the institute itself takes no institutional policy positions. of career development and current job of both partners. Family-specific variables and regional differences are also taken into account. The results of the analysis, although cross-sectional,give some initial insights into patterns of social support within couples.