The role of firms in the gender wage gap

Masso, Jaan; Meriküll, Jaanika; Vahter, Priit

doi:10.1016/j.jce.2021.10.001

Cited by 18 publications

(34 citation statements)

References 40 publications

(28 reference statements)

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“…Subsequent work has produced comparable results for other countries, with the portion of the gender pay gap attributable to firm effects ranging from 8% in France (Coudin et al 2018) and 11% in the 1990s in West Germany (Bruns 2019) to nearly 40% in Chile (Cruz and Rau 2022) and 60% in Brazil (Morchio and Moser 2019). In addition to Portugal, mid-range countries include West Germany in the early 2000s (Bruns 2019), Italy (Casarico and Lattanzio 2019), and Estonia (Masso et al 2020), where respectively 25.9, 30.5, and 35.1% of the gender pay gap is attributable to firm effects. Common to almost all of these studies is the central role played by sorting.…”

Section: Literaturementioning

confidence: 99%

“…Canada has also witnessed a shift in the factors underlying the remaining gap, whereby sorting into higher-paying firms and sectors has supplanted education and experience (Drolet 2002;Drolet and Mumford 2012;Morissette, Picot, and Lu 2013;Javdani 2015;Pelletier, Patterson, and Moyser 2019). and Moser 2019; Masso, Meriku ¨ll, and Vahter 2020;and Cruz and Rau 2022).…”

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confidence: 99%

“…Our main contribution is twofold. First, we add to the large body of work examining the role of firms in explaining the gender pay gap (e.g., Olivetti and Petrongolo 2016; Blau and Kahn 2017), and more specifically, to the emerging literature on the relative importance of sorting and pay-setting in firms’ contribution to the gender earnings gap (Card et al 2016; Coudin, Maillard, and Tô 2018; Bruns 2019; Casarico and Lattanzio 2019; Morchio and Moser 2019; Masso, Meriküll, and Vahter 2020; and Cruz and Rau 2022).…”

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confidence: 99%

“… 6 The only exception is Estonia, for which Masso et al (2020) found that sorting accounts for only approximately half of the firm-specific pay premium. …”

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confidence: 99%

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Firm Pay Policies and the Gender Earnings Gap: The Mediating Role of Marital and Family Status

Li¹,

Dostie²,

Simard‐Duplain

2022

ILR Review

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Using data from the Canadian Employer-Employee Dynamics Database between 2001 and 2015, the authors examine the impact of firms’ hiring and pay-setting policies on the gender earnings gap in Canada. Consistent with the existing literature and following Card, Cardoso, and Kline (2016), findings show that firm-specific premiums explain nearly one-quarter of the 26.8% average earnings gap between female and male workers. On average, firms’ hiring practices, due to differences in the relative proportion of women hired at high-wage firms (known as sorting), and pay-setting policies, due to differences in pay by gender within similar firms, each explain approximately one-half of this firm effect. The compositional difference between the two channels varies substantially over a worker’s life cycle, by parental and marital status, and across provinces.

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Section: Literaturementioning

confidence: 99%

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confidence: 99%

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confidence: 99%

“… 6 The only exception is Estonia, for which Masso et al (2020) found that sorting accounts for only approximately half of the firm-specific pay premium. …”

mentioning

confidence: 99%

See 2 more Smart Citations

Firm Pay Policies and the Gender Earnings Gap: The Mediating Role of Marital and Family Status

Li¹,

Dostie²,

Simard‐Duplain

2022

ILR Review

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“…2018; Masso et al . 2022). As with the overall firm's contribution to the gender wage gap, we find strong heterogeneity across Europe.…”

Section: Introductionmentioning

confidence: 99%

Firm‐specific pay premiums and the gender wage gap in Europe

Hennig

Stadler

2023

Economica

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We study how firm premia influence the gender wage gap for 21 European countries. We use a quadrennial harmonized matched employer–employee dataset to estimate gender‐specific firm premia. Subsequently, we decompose the firm‐specific wage premia differential into within‐ and between‐firm components. On average, the former accounts mainly for the decline in the pay gap between 2002 and 2014. We pay particular attention to the development of each component by age group, and find that the between‐firm component is associated with an increase in the gender pay gap over age. The decomposition of firm premia allows us to investigate how institutional settings relate to each component. We associate the within‐firm component with collective bargaining at the national and firm levels, and the between‐firm component with family policies. Decentralized wage bargaining is associated with a larger within‐firm pay gap, whereas family policies incentivizing women to return to employment after family formation are linked to a smaller between‐firm component.

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Betriebe und soziale Ungleichheit

Haupt,

Ebner

2024

Handbuch Sozialstrukturanalyse

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The role of firms in the gender wage gap

Cited by 18 publications

References 40 publications

Firm Pay Policies and the Gender Earnings Gap: The Mediating Role of Marital and Family Status

Firm Pay Policies and the Gender Earnings Gap: The Mediating Role of Marital and Family Status

Firm‐specific pay premiums and the gender wage gap in Europe

Betriebe und soziale Ungleichheit

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