Top Earnings Inequality and the Gender Pay Gap: Canada, Sweden and the United Kingdom

Fortin, Nicole M.; Bell, Brian; Böhm, Michael

doi:10.2139/ssrn.2988176

Cited by 4 publications

(6 citation statements)

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“…We start with the data restriction that the wages are right‐censored and consequently exclude those employees whose wages exceed the social security contribution limit. The GPG decreases in most regions, which is consistent with the fact that the GPG is usually higher for high‐income individuals (Fortin et al, 2017). However, only minor changes in the regional ranking emerge, and the patterns regarding the explained and unexplained part, as well as the contribution of the individual and establishment characteristics, remain largely unaffected.…”

Section: Robustness Checkssupporting

confidence: 79%

“…For example, women often acquire professions in the traditionally female-dominated fields of caring and nursing, which are generally characterized by lower wages than typical "male" jobs (Marini, 1989). Besides controlling for occupation 7 and, thus, horizontal segregation, we further take into account vertical segregation, which is related to the existence of a "glass ceiling" for women in leading positions (Arulampalam et al, 2007;Fortin et al, 2017). We approximate the under-representation of women in top jobs by having a supervisory position.…”

Section: Regional Gender Pay Gaps and Their Determinantsmentioning

confidence: 99%

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Where do women earn more than men? Explaining regional differences in the gender pay gap

Fuchs

Rossen

Weyh

et al. 2021

Journal of Regional Science

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This paper provides new evidence on the magnitude and determinants of regional differences in the gender pay gap.On the basis of a comprehensive data set of all full-time employees in Germany, we explain the profound variation of the gender pay gap at a small-scale level with theory-based individual and job-related characteristics. Using the Oaxaca-Blinder decomposition, we find pronounced spatial differences in the impact of the considered determinants. Whereas gender differences in job-related characteristics are important drivers in regions with a high gender pay gap, individual characteristics come into effect in regions with a low and negative gap. The results underscore the role played by the establishment composition in a region and the kind of jobs provided for gendered earnings.

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Section: Robustness Checkssupporting

confidence: 79%

Section: Regional Gender Pay Gaps and Their Determinantsmentioning

confidence: 99%

Where do women earn more than men? Explaining regional differences in the gender pay gap

Fuchs

Rossen

Weyh

et al. 2021

Journal of Regional Science

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“…While women make up 44.7% of total employees in S&P 500 companies, they hold 21.2% of board seats and represent only 5.8% of CEOs (Catalyst, Pyramid: Women in S&P 500 Companies, January 15, 2020). The under-representation of women among top earners helps explain a substantial share of the gender pay gap that is not explained by traditional factors (Fortin et al ., 2017).…”

Section: The Gender Gap and Women's Networkmentioning

confidence: 99%

The old boy network: are the professional networks of female executives less effective than men's for advancing their careers?

Lalanne

Seabright

2022

Journal of Institutional Economics

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We investigate the impact of professional networks on men's and women's earnings, using a dataset of European and North American executives. The size of an individual's network of influential former colleagues has a large positive association with remuneration, with an elasticity of around 21%. However, controlling for unobserved heterogeneity using various fixed effects as well as a placebo technique, we find that the real causal impact of networks is barely positive for men and significantly lower for women. We provide suggestive evidence indicating that the apparent discrimination against women is due to two factors: first, both men and women are helped more by own-gender than other-gender connections, and men have more of these than women do. Second, a subset of employers we identify as ‘female friendly firms’ recruit more women but reward networks less than other firms.

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“…It is well documented that women are less likely to climb job ladders and receive promotions (e.g. Lazear and Rosen, 1990;Ransom and Oaxaca, 2005;Blau and Devaro, 2007;Kunze and Miller, 2017), and Fortin et al (2017) further show that the underrepresentation of women in top jobs exacerbates the GPG at the top. But even within top jobs, women receive lower wages than men and a significant GPG remains (e.g.…”

Section: Introductionmentioning

confidence: 98%

“…That said, vertical segregation is still a widespread phenomenon with women being underrepresented in the higher echelons. It is well-documented that women are less likely to climb job ladders and receive promotions (e.g., Blau & Devaro, 2007;Kunze & Miller, 2017;Lazear & Rosen, 1990;Ransom & Oaxaca, 2005), and Fortin et al (2017) further show that the underrepresentation of women in top jobs exacerbates the GPG at the top. But even within top jobs, women receive lower wages than men and a significant GPG remains (e.g., Bertrand & Hallock, 2001;Christofides et al, 2013;Pfeifer, 2014).…”

mentioning

confidence: 99%

Non‐base compensation and the gender pay gap

Hirsch

Lentge

2022

Labour

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

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Top Earnings Inequality and the Gender Pay Gap: Canada, Sweden and the United Kingdom

Cited by 4 publications

References 0 publications

Where do women earn more than men? Explaining regional differences in the gender pay gap

Where do women earn more than men? Explaining regional differences in the gender pay gap

The old boy network: are the professional networks of female executives less effective than men's for advancing their careers?

Non‐base compensation and the gender pay gap

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