Return to Internal Mobility in the Spanish Labour Market: Differences by Gender

García-Crespo, Dolores

doi:10.1057/9780230504028_4

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2012

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“…Booth et al . (2003) have constructed a ‘sticky floor’ model of pay and promotion—women are just as likely to get promoted as men but find themselves ‘stuck’ at the bottom of the wage scale for their new grade (García‐Crespo, 2006).…”

Section: Methodsmentioning

confidence: 99%

The gender pay gap in the ICT labour market: comparative experiences from the UK and New Zealand

Belgorodskiy

Crump

Griffiths

et al. 2012

New Technol Work Employ

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This paper addresses the issues surrounding gender pay gaps focusing on the Information Communication Technology (ICT) sector of the labour market. Reporting on research conducted in the UK and New Zealand (NZ) we adopted a mixed method approach using comparable qualitative and quantitative research techniques to investigate pay issues amongst women working in ICT in the UK and NZ. Our findings reveal commonalities of experience and some interesting differences. Unlike with the UK sample, for example, in NZ women working in ICT do not believe that their pay reflects their workload, skills and their position within their own organisation. Our study found that non‐transparent pay and reward systems and salary secrets exacerbate inequality and discrimination in the UK and NZ. The paper concludes by offering some policy directions to encourage a narrowing of the gender pay gap and reflects on the benefits of doing cross‐national research.

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Section: Methodsmentioning

confidence: 99%