Occupational Segregation and Declining Gender Wage Gap: The Case of Georgia

Khitarishvili, Tamar; Chamussy, Lourdes Rodriguez; Sinha, Nistha

doi:10.1596/1813-9450-8583

Cited by 4 publications

(3 citation statements)

References 4 publications

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“…These attributes had been there before 2008. Sectoral segregation is another factor linked to the gender wage gap and the glass ceiling in transition countries (Fang & Sakellariou, 2015; Khitarishvili, 2016; 2018; Pastore & Verashchagina, 2011). The industry difference may be another reason for the glass ceiling in Mongolia.…”

Section: Discussionmentioning

confidence: 99%

The gender wage gap in Mongolia: Sectoral segregation as a driving factor

Batchuluun

2021

Review Development Economics

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This paper examines the gender labor market inequality by focusing on changes in the male and female earnings gap in Mongolia, a resource‐rich transition country. Economic growth has accelerated based on a boom in the mining sector since the mid‐2000s. However, the gender wage gap has widened substantially over the past decade. We use published data from the labor force surveys in 2008 and 2018 to investigate gender wage gaps among full‐time workers at the mean and across the entire distribution. We find strong evidence of the glass ceiling, but without a sticky floor. Sectoral gender segregation and work–family reconciliation policies may be the leading causes of the glass ceiling.

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Section: Discussionmentioning

confidence: 99%

The gender wage gap in Mongolia: Sectoral segregation as a driving factor

Batchuluun

2021

Review Development Economics

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“…Employment is one area where gender-blind and sensitive practices—in hiring, firing, pay, benefits and promotions—implicitly favour men and devalue women. In low- and middle-income countries, men are more likely to be formally employed and occupy higher paying jobs such as those in agriculture, mining, manufacturing and construction ( Khitarishvili et al , 2018 ; Bonnet et al , 2019 ) leading to higher employment stability, and higher short- and long-term wages for men compared with women. Moreover, systematic lack of supports for women’s greater caregiving duties and childbearing activities leads to women working fewer hours than men, often at lower hourly wages, and experiences of permanent income disadvantages when childbearing begins in low-, middle- and high-income countries alike ( Ortiz-Ospina and Roser, 2019 ).…”

Section: Covid-19 and The Employment Sector: A Gendered Analysismentioning

confidence: 99%

Finding opportunity in the COVID-19 crisis: prioritizing gender in the design of social protection policies

Perri

Metheny

Matheson

et al. 2021

Health Promotion International

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Summary The COVID-19 pandemic is highlighting the harm perpetuated by gender-blind programs for marginalized citizens, including sexual and gender minorities (SGMs) and cisgender women. Gender-blind programs are known to augment harms associated with violence and structural stigmatization by reinforcing rather than challenging unequal systems of power. The intersecting marginalization of these populations with systems of class, race, and settler-colonialism is exacerbating the impact that policies such as physical distancing, school closures, and a realignment of healthcare priorities are having on the wellbeing of these populations. The overarching reasons why women and SGM are marginalized are well known and stem from a hegemonic, patriarchal system that fails to fully integrate these groups into planning and decision making regarding public health programming—including the response to COVID-19. In this perspective, we aim to highlight how the exclusion of cisgender women and SGM, and failure to use a gender redistributive/transformative approach, has (i) hampered the recovery from the pandemic and (ii) further entrenched the existing power structures that lead to the marginalization of these groups. We also argue that COVID-19 represents a once-in-a-century opportunity to realign priorities regarding health promotion for cisgender women and SGM by using gender redistributive/transformative approaches to the recovery from the pandemic. We apply this framework, which aims to challenge the existing power structures and distribution of resources, to exemplars from programs in health, housing, employment, and incarceration to envision how a gender redistributive/transformative approach could harness the COVID-19 recovery to advance health equity for cisgender women and SGM.

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“…Yet more explanation is added if demographic factors, such as marital status, the presence of children and aged dependents in the household are added. The degree of industrial and occupational segregation in the labour market has also been found to be a significant determinant of the wage gap in a number of countries (Khitarishvili et al 2018). Overall, Leythienne and Ronkowski (2018) find that just under a third of the 17% gender gap in hourly earnings in the EU could be explained with such an augmented specification.…”

Section: What Do We Know About the Determinants Of The Gender Wage Gap?mentioning

confidence: 99%

Are Women Really Paid More than Men in Kosovo? Unpicking the Evidence

Gashi

Adnett

2020

South East European Journal of Economics and Business

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A recent survey found that the unadjusted average hourly net wage rate of female employees in Kosovo exceeded that of male employees. This reverse gender wage gap makes Kosovo a curiosity, though results from other countries suggest that there is an inverse relationship between the size of the gender pay gap in a country and its female labour force participation rate. In the analysis below we estimate earning functions for female and male employees in Kosovo. Using decomposition analyses we then examine the size of the explained and unexplained gender wage gaps. A novel feature of the investigation is that we incorporate into the analysis gender differences in the allocation of time. We find that the superior productivity-related characteristics of female employees in Kosovo hides the magnitude of the difficulties they still face in the labour market. Hence, we conclude that once we focus on workers with similar observed productivity-related characteristics, women in Kosovo are paid significantly less than men.

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Occupational Segregation and Declining Gender Wage Gap: The Case of Georgia

Cited by 4 publications

References 4 publications

The gender wage gap in Mongolia: Sectoral segregation as a driving factor

The gender wage gap in Mongolia: Sectoral segregation as a driving factor

Finding opportunity in the COVID-19 crisis: prioritizing gender in the design of social protection policies

Are Women Really Paid More than Men in Kosovo? Unpicking the Evidence

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