Gender wage gaps and risky vs. secure employment: An experimental analysis

Abstract

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Can policy foster working-time flexibility for all? Evidence from a right-to-request reform in the UK

“…Long theorised and studied in economics (A. Smith, 1776; R. S. Smith, 1979;Rosen, 1986), recent studies have argued for the "pervasive absence" of compensating differentials in labour markets (Bonhomme & Jolivet, 2009), at least for male workers. This study is most closely related to early work on the nexus between public policy and compensating differentials (R. S. Smith, 1979) and recent work highlighting larger willingness to pay for job amenities among women (Felfe, 2012a,b;Flabbi & Moro, 2012;Mas & Pallais, 2017;Jung et al, 2018;Wiswall & Zafar, 2018). In finding that right-to-request policy does not engender a trade-off between wage rates and flexibility for women without young children, this study indirectly supports the idea that those care responsibilities, and the resulting job search constraints, are key for compensating differentials to arise (Felfe, 2012a,b).…”

The gender leadership gap: insights from experiments

“…Even among CEOs, women select less risky compensation packages, with a smaller proportion of their incomes based on firm performance (Chauvin and Ash, 1994). In the lab, women choose less risky real-effort tasks to determine their earnings, with a resulting loss in earnings (Jung et al, 2018).…”

Transgender labour market outcomes: Evidence from the United States

“…Ethnicity is also an important contributor to the gender wage gap, since non‐white workers are more likely than white workers to receive lower wages (Mandel & Semyonov, 2016). Many studies include additional factors, such as the extent of risk preferences (Jung et al, 2018), country‐specific policies (Christofides, Polycarpou, & Vrachimis, 2013) and intergenerational transfer of gender norms (Haaland, Rege, Telle, & Votruba, 2018), to explain why labour market outcomes differ. However, when differences in all relevant and available characteristics are taken into account, there may still be an unexplained differential in employment or wages.…”

“…Existing studies use decomposition methods to explain how much of the wage or employment gap is due to differences in wage or employment‐related characteristics between two groups, and how much of the gap remains unexplained once these differences are taken into account (Gallen, Lesner, & Vejlin, 2019; Sassler, Glass, Levitte, & Michelmore, 2017). Employment and wage‐related characteristics are typically derived from the seminal work by Becker (1962) on the importance of human capital, while other sociodemographic and productivity‐related characteristics also attempt to explain labour market outcomes (Hara, 2018; Jung, Choe, & Oaxaca, 2018). We use established decomposition methods to explain how much of the employment and wage differential between transgender and non‐transgender persons can be explained and how much remains unexplained.…”

“…Employment and wage-related characteristics are typically derived from the seminal work by Becker (1962) on the importance of human capital, while other sociodemographic and productivity-related characteristics also attempt to explain labour market outcomes (Hara, 2018;Jung, Choe, & Oaxaca, 2018). We use established decomposition methods to explain how much of the employment and wage differential between transgender and non-transgender persons can be explained and how much remains unexplained.…”