Top earnings inequality and the gender pay gap: Canada, Sweden, and the United Kingdom

Abstract

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Distributional changes in the gender wage gap in the post-apartheid South African labour market

“…Similarly, for both the United Kingdom and France, where equal pay legislation was enacted in 1970 and 1972 respectively, the gender wage gap remains at about 21 per cent and 17 per cent respectively (Polachek 2014). Fortin et al (2017) explain that due to occupational segregation by gender in the labour market, equal pay legislation, which requires equal pay for individuals within the same sector or occupation, may be less effective in narrowing the gender wage gap. The persistent gender gap in top occupations and some male-dominated occupations must be addressed.…”

“…Several countries have enacted equal employment legislation. Canada enacted Canadian Employment Equity in 1986 (Fortin et al 2017), Japan enacted the Equal Employment Opportunity Law in 1986 (Abe 2010), and Sweden enacted the Discrimination Act in 2008 (Fortin et al 2017). The challenge researchers face in analysing the impact of these laws is a lack of data.…”

“…However, Abe (2010), using a cohort analysis, concludes that the Equal Employment Opportunity Law was successful in increasing employment for women, although there was no effect on the gender wage gap. Fortin et al (2017), analysing the relationship between top-income inequality and the gender wage gap, conclude that since employment equity addresses the issue of women's under-representation at the top of the wage distribution, it is likely to be successful in narrowing the gender wage gap. However, it faces a challenge of implementation, as it is the duty of the employers to devise ways of creating diversity.…”

Computer Gaming and the Gender Math Gap: Cross-Country Evidence among Teenagers

“…A "swimming upstream" factor would be akin to increasing competitiveness in the labor market over time. 9 Because job competitiveness is associated with higher pay (Cortes & Pan, 2016), and because women on average display lower level of competitiveness than men (Croson & Gneezy, 2009) (or even when women act competitively, they are seen negatively), 10 then increasing competitiveness in the labor market will arguably impede improvements in female representation in top jobs, which slows the convergence between male and female average pay (Fortin, Bell, & Bo¨hm, 2017).…”

Who Works for Whom and the UK Gender Pay Gap?

“…They find that among UK college graduates, the majority of the gender pay gap twenty years after the first childbirth can be explained by differences in work experience, mostly through accumulated working hours. Another recent contribution to our understanding of UK gender pay inequality comes from Fortin et al (2017). They used the ASHE, like ourselves, but did so to document the differences in male and female representation throughout the overall employee annual earnings distribution, with particular interest in the relative lack of women at the top.…”