The Gender Pay Gap for Private‐Sector Employees in Canada and Britain

Drolet, Marie; Mumford, Karen

doi:10.1111/j.1467-8543.2011.00868.x

Cited by 35 publications

(33 citation statements)

References 36 publications

(75 reference statements)

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Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

“…Drolet and Mumford () investigate the gender pay gap for private‐sector employees in Canada with linked employee‐employer data using Britain as a control. During the period under study (2003–2004), macroeconomic conditions were comparable in Canada and Britain (Drolet and Mumford , 7). They also note that Canada and Britain share common legal and cultural roots, similar trade union membership and collective agreement rates, and that minimum‐wage legislation covers low‐wage workers in both countries (Drolet and Mumford , 3); however, the two countries differ in their adoption of comparable‐worth principles in wage legislation .…”

Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

“…During the period under study (2003–2004), macroeconomic conditions were comparable in Canada and Britain (Drolet and Mumford , 7). They also note that Canada and Britain share common legal and cultural roots, similar trade union membership and collective agreement rates, and that minimum‐wage legislation covers low‐wage workers in both countries (Drolet and Mumford , 3); however, the two countries differ in their adoption of comparable‐worth principles in wage legislation . By using linked employee‐employer data for international comparisons, Drolet and Mumford control for many of the unobservable institutional factors that might affect wages.…”

Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

“…Furthermore, they find that women enjoy a higher within‐workplace wage premium in Canada, which results in the gender pay gap being lower. In Britain, the situation is reversed: men receive a higher within‐workplace wage premium, which increases the gender earnings gap (Drolet and Mumford , 23)…”

Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

“…Second, the relative position of British women working part time has not improved much, which is very different from the Canadian experience. Also, gender differences in higher levels of educational attainment are more common among mature workers in Britain (Drolet and Mumford , 9).…”

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confidence: 99%

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“Coercive Cooperation”? Ontario's Pay Equity Act of 1988 and the Gender Pay Gap

McDonald

Thornton

2014

Contemporary Economic Policy

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Evaluating the effect of pay-equity laws is important and yet difficult as one needs to deduce what would have occurred without the policy intervention. We use a new tool, synthetic-control method, to examine the effects of Ontario's Pay Equity Act on the gender pay gap. This tool enables us to create a "Synthetic" Ontario, which resembles Ontario more closely than does any other single province. Using Synthetic Ontario to compare what actually happened in Ontario to what would have happened, we find that the act has had little or no effect on the female-male wage gap in Ontario. (JEL J7, J3)

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Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

Section: Two Studies Of the Effects Of Pay Equity In Canadamentioning

confidence: 99%

mentioning

confidence: 99%

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“Coercive Cooperation”? Ontario's Pay Equity Act of 1988 and the Gender Pay Gap

McDonald

Thornton

2014

Contemporary Economic Policy

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Earnings Discrimination in the Workplace

Forth

Θεοδωρόπουλος

2022

Handbook of Labor, Human Resources and Population Economics

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This paper provides an overview of theory and empirical evidence on earnings discrimination within the workplace. Earnings discrimination occurs when employees producing work of equal value are differentially remunerated because of their social group. The paper reviews theories of why employers may discriminate in this way. The paper then goes on to review research evidence on earnings discrimination as one source of earnings inequality within the workplace. The ability of empirical studies to identify discrimination is discussed, and evidence on the mechanisms through which discrimination may affect earnings is reviewed, covering observational and experimental studies. The research evidence is most plentiful in respect of discrimination by gender. Accordingly, much of the discussion focuses on the role of discrimination in driving a wedge between the wages of men and women. However, the paper also reviews evidence on earnings discrimination by race or ethnic group. It concludes with a discussion of policy responses.

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Examining the family dynamics of the Canadian gender income gap

2021

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We use the 2015 Canadian time diary data to examine the gender income gap in relation to time spent doing domestic (household and childcare) and market work. Specifically, we highlight the impact of relationship and parenting status by comparatively examining three groups: single without children, married without children, and married with children (N = 10,573). After controlling for household labour and market work hours, we find that the gender income gap is negligible for those who are single without children. The gender income gap for married couples without children is much larger. The largest gender income gap exists for married couples with children. When we examine married couples with children, accounting for hours spent on market and domestic work reduces the gap substantially. There is a mediating relationship of market work to the domestic work-income relationship. Domestic work is the largest contributor in the models predicting market work hours. We contribute to the understanding of gender-based income inequality by going beyond the conventional study of market work. Implications for reducing structural gender inequality in income by addressing both family and work spheres are discussed.

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The Gender Pay Gap for Private‐Sector Employees in Canada and Britain

Cited by 35 publications

References 36 publications

“Coercive Cooperation”? Ontario's Pay Equity Act of 1988 and the Gender Pay Gap

“Coercive Cooperation”? Ontario's Pay Equity Act of 1988 and the Gender Pay Gap

Earnings Discrimination in the Workplace

Examining the family dynamics of the Canadian gender income gap

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