Movin’ on up: Hierarchical occupational segmentation and gender wage gaps

Shatnawi, Dina; Oaxaca, Ronald L.; Ransom, Michael R.

doi:10.1007/s10888-013-9257-4

Cited by 10 publications

(8 citation statements)

References 20 publications

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“…R ecent analyses of U.S. case studies––summarized in Shatnawi, Oaxaca, and Ransom ()––show that women's wages suffer from the effects of hierarchical segregation already at low job levels. This seems to suggest that hierarchical segregation is a rather pervasive phenomenon.…”

Section: Introductionmentioning

confidence: 99%

Multiple Glass Ceilings

Russo

Hassink

2012

Industrial Relations

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Both vertical (between job levels) and horizontal (within job levels) mobility can be sources of wage growth. We find that the glass ceiling operates at both margins. The unexplained part of the wage gap grows across job levels (glass ceiling at the vertical margin) and across the deciles of the intra‐job‐level wage distribution (glass ceiling at the horizontal margin). This implies that women face many glass ceilings, one for each job level above the second, and that the glass ceiling is a pervasive phenomenon. In the Netherlands it affects about 88 percent of jobs, and 81 percent of Dutch women in employment work in job levels where a glass ceiling is present.

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Section: Introductionmentioning

confidence: 99%

Multiple Glass Ceilings

Russo

Hassink

2012

Industrial Relations

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“…Eide (1994) attributes part of the narrowed gender wage gap to the female college-major distribution becoming more like that of males, and thus leading to a more similar occupational distribution. Shatnawi et al (2014) provides an in depth discussion of the issues surrounding the choice of controlling versus not controlling for occupation when studying the gender wage gap. Goldin (2014) focuses on occupation and the gender wage gap from the perspective of tasks.…”

Section: Related Literaturementioning

confidence: 99%

High school experiences, the gender wage gap, and the selection of occupation

Strain

Webber

2017

Applied Economics

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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. 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 Foundation. 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. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I EIZA 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.IZA Discussion Paper No. 9277 August 2015 ABSTRACTHigh School Experiences, the Gender Wage Gap, and the Selection of Occupation * Using within-high-school variation and controlling for a measure of cognitive ability, this paper finds that high-school leadership experiences explain a significant portion of the residual gender wage gap and selection into management occupations. Our results imply that highschool leadership could build non-cognitive, productive skills that are rewarded years later in the labor market and that explain a portion of the systematic difference in pay between men and women. Alternatively, high-school leadership could be a proxy variable for personality characteristics that differ between men and women and that drive higher pay and becoming a manager. Because high school leadership experiences are exogenous to direct labor market experiences, our results leave less room for direct labor market discrimination as a driver of the gender wage gap and occupation selection.JEL Classification: J16, J31

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“…Gender differences in occupational outcomes can clearly contribute to the gender wage gap. Some of this component of the wage gap can arise as a result of job segregation induced by tastes for discrimination by economic agents (Baldwin et al, 2001;Shatnawi et al, 2014). The remainder of the occupational outcome gap can arise from gender differences in preferences over various job attributes that are associated with compensating differentials.…”

Section: Introductionmentioning

confidence: 99%