Male-Female Salary Differentials in British Universities

McNabb, Robert; Wass, Victoria

doi:10.1093/oxfordjournals.oep.a028612

Cited by 43 publications

(45 citation statements)

References 16 publications

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“…The view that there is a glass ceiling to women's career progression in managerial and professional labour markets in the UK has received empirical support (Gregg and Machin, 1993;Jones and Makepeace, 1996;McNabb and Wass, 1997). Gender differences in labour market outcomes also reflect differences between men and women in the earnings-related attributes they bring to the labour market, including differences in educational achievement.…”

Section: Introductionmentioning

confidence: 99%

Gender Differences in Educational Attainment: The Case of University Students in England and Wales

2002

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This paper examines the determinants of gender differences in educational attainment using data for all graduates from universities in England and Wales in 1993. We find that although women students perform better on average than their male counterparts, controlling for a range of individual and institutional attributes, they are significantly less likely to obtain a first class degree. There is, however, no evidence that this arises either because of differences in the types of subjects male and female students study in the institutions they attend. Nor is there evidence that it reflects differences in personal attributes, such as academic ability. Rather it is differences in the way these factors affect academic achievement that give rise to gender differences in performance. In addition, although evidence is found of subjectspecific effects, there is no support for the idea that women under-perform in male dominated subject areas.

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Section: Introductionmentioning

confidence: 99%

Gender Differences in Educational Attainment: The Case of University Students in England and Wales

2002

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“…Similar differentials than those reported for the USA existed also in other countries: McNabb and Wass [29], for example, write about the "male-female salary differentials in British universities"; Ward [44] investigates "the gender salary gap in British academia"; while Warman et al [45] report on the "evolution of male-female wages differentials in Canadian universities".…”

Section: Introductionmentioning

confidence: 65%

Monitoring gender remuneration inequalities in academia using biplots

Walters¹,

Roux²

2008

ORiON

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Gender remuneration inequalities at universities have been studied in various parts of the world. In South Africa, the responsibility largely rests with individual higher education institutions to establish levels of pay for male and female academic staff members. The multidimensional character of the gender wage gap includes gender differentials in research output, age, academic rank and qualifications. The aim in this paper is to demonstrate the use of modern biplot methodology for describing and monitoring changes in the gender remuneration gap over time. A biplot is considered as a multivariate extension of an ordinary scatterplot. Our case study includes the permanent fulltime academic staff at Stellenbosch University for the period 2002 to 2005. We constructed canonical variate analysis (CVA) biplots with 90% alpha bags for the five-dimensional data collected for males and females in 2002 and 2005 aggregated over faculties as well as for each faculty separately. The biplots illustrate, for our case study, that rank, age, research output and qualifications are related to remuneration. The CVA biplots show narrowing, widening and constant gender remuneration gaps in different faculties.

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“…In the UK, university salaries are determined within a formal institutional framework wherein salaries are closely related to tenure; therefore, the potential for variation in individual salaries -and thus discriminatory practices -should be minimal. Yet studies find a gender wage gap, of approximately 15 per cent in the early to mid-1970s (Dolton andMakepeace, 1987, McNabb andWass, 1997), decreasing to about 8 per cent in 1995 (Ward, 1999).…”

Section: Previous Literaturementioning

confidence: 99%

“…Any gender gaps for this group are thus likely to be of importance for what will happen to gender gaps more generally in society. Yet recent research investigating academic labour markets in the UK and the US indicates that the scientific human capital of female PhDs is not used and remunerated to the same extent as that of males: women are less likely than men to remain in academia after having obtained a doctoral degree (Preston, 2004, McDowell et al, 2001and Kahn, 1993; women in academia have lower earnings than their male colleagues (Barbezat, 1987, Toutkoushian, 1998, Weilier, 1990, Dolton and Makepeace, 1987, McNabb and Wass, 1997and Ward, 1999; and it is more difficult for women than for men to get promoted within academia (McDowell et al, 2001, Long et al, 1993, Kahn, 1993and Ginther and Kahn, 2004.…”

Section: Introductionmentioning

confidence: 99%

Scientific (wo)manpower – gender and the composition and earnings of PhDs in Sweden

Amilon

Persson

2013

International Journal of Manpower

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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 Scientific (Wo)manpower? Gender and the Composition and Earnings of PhDs in SwedenAnna Amilon Inga Persson Dan-Olof Rooth The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. Results show that women are significantly less likely than men to be academically employed in the natural sciences and medicine, whereas no significant gender differences prevail for the social sciences and the humanities. On average, women earn 15 per cent less than men, and the academically employed earn 24 per cent less than PhDs outside academia. Gender earnings differences are larger in the academic than in the non-academic labour market in the humanities and the natural sciences, whereas the opposite holds in the social sciences and medicine. JEL Classification:J31, J70

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Male-Female Salary Differentials in British Universities

Cited by 43 publications

References 16 publications

Gender Differences in Educational Attainment: The Case of University Students in England and Wales

Gender Differences in Educational Attainment: The Case of University Students in England and Wales

Monitoring gender remuneration inequalities in academia using biplots

Scientific (wo)manpower – gender and the composition and earnings of PhDs in Sweden

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