The Effect of Female Managers on Gender Wage Differences

Economic Research-Ekonomska Istraživanja

2017

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The study aims to determine whether the unexplained gender wage gap varies in the different sectors of the economy and to identify the possible causes of these differences. Firstly, we estimate average treatment effect on the individual sectors to identify the unexplained part of gender pay gap. To identify the possible causes of observed variability in unexplained gender wage differences, we use a linear regression model. Using European Union Statistics on Income and Living Conditions (EU-SILC) data for 24 European Union (EU) members, we conclude that the unexplained gender pay gap in the individual sectors varies both within the individual EU countries and among the countries. The most important factors in explaining the differences in the gender pay gap among the individual sectors are ownership and the proportion of women in the sector. On the other hand, the proportion of female managers and the proportion of small companies are not statistically significant factors for the explanation of the variation in the sector-specific gender pay gaps. To the best of my knowledge, this study is the first to present fully comparable estimates of the unexplained sector-specific gender pay gap for the 24 EU countries and to identify the causes of the differences in the unexplained gender pay gap at the sectoral level.

Section: Empirical Results and Discussionsupporting

confidence: 91%

Section: Methodssupporting

confidence: 61%

Section: Methodsmentioning

confidence: 99%

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Sector-specific gender pay gap: evidence from the European Union Countries

Economic Research-Ekonomska Istraživanja

2017

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“…The results show that the sex of a manager has a significant effect on the wage level of their employees (lowering wages by −5.2 per cent for both men and women in the case of having a female manager), but does not influence the gap in wages paid to men and women . This result differs from the conclusions of the majority of empirical studies which find a positive effect of female managers on the relative wage of female to male employees (e.g.,Cardoso & Winter‐Ebmer, ; Cohen & Huffman, ; Hedija, ; Hultin & Szulkin, , ). On the other hand, the results are consistent with the suggestions by Hensvik (), who identified only a weak relationship between the manager's gender and the gender wage gap when considering the employee fixed effect.…”

Section: Resultsmentioning

confidence: 99%

Influence of female managers on gender wage gap and returns to cognitive and non‐cognitive skills

Balcar

Gender Work & Organization

2018

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There is a modest but growing empirical body of evidence on the influence of managers' gender on the wages of their male and female subordinates. Most of these studies, however, suffer from a very raw approximation of the managers' gender by the share of women in charge, and often lack many important gender‐specific personal characteristics, such as non‐cognitive skills and life–work preferences, which can lead to biased results. This article copes with the mentioned deficiencies by employing a very rich and representative dataset of 1948 employees from the Czech Republic. It reveals surprising results as it shows that the gender of the manager has an effect on the level of wages, but not on the gender wage gap. It also shows that the gender of the manager and his/her subordinate has only a weak impact on the remuneration of an employee´s non‐cognitive skills and life–work preferences.

“…The cause for the unexplained gender wage diff erences could be loss of human capital during maternity leave, an unobservable diff erence in productivity or work eff ort of men and woman or the diff erences could be a refl ection of the wage discrimination against women (see for example Felfe, 2012 andHedija, 2014).…”

Section: Coarsened Exact Matching_1mentioning

confidence: 99%

Do Women Really Face Wage Discrimination on the Labour Market? An Analysis Using Intra-household Specialization

Acta Univ. Agric. Silvic. Mendelianae Brun.

2015

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This study aims to estimate the gender pay gap, cleansed at least partially of the eff ect of intrahousehold specialization on productivity. The estimate is based on EU-SILC data for 19 member countries of the European Union. We use an estimate of the average treatment eff ect on the treated, supplemented by a matching procedure to estimate the unexplained part of the gender pay gap and use a subsample of employees earning more than their partners, thus minimizing the impact of childand family-care on the gender pay gap. We conclude that the unexplained gender pay gap amounts approximately 10 percent working to the disadvantage of women. If we assume that the dominant role in family-and child-care is taken up by the partner earnings a lower wage, then this diff erence could neither be explained by diff erences in the observed personal and company characteristics nor by the dominant role of women in care for the household and children and could actually be due to wage discrimination against women.