Why do women still earn less than men? Decomposing the Dutch gender pay gap, 1996–2006

Fransen, Eva; Plantenga, Janneke; Vlasblom, Jan Dirk

doi:10.1080/00036846.2011.589818

Cited by 16 publications

(9 citation statements)

References 22 publications

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“…Studies conducted in Sweden and the Netherlands have suggested that women are less likely to negotiate for higher compensation and respond differently to negotiation outcomes (Säve-Söderbergh 2007;Wahlberg 2010). It has also been argued that women tend to have work-related preferences other than compensation that cause them to have lower wages than men (Fransen, Plantenga, and Vlasblom 2012).…”

Section: Gender Gap In Paymentioning

confidence: 99%

Is the age difference between partners related to women's earnings?

Carollo¹,

Oksuzyan²,

Drefahl³

et al. 2019

DemRes

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BACKGROUNDWomen earn less than men at most career stages. Explanations for a gender gap in wages include gender differences in the allocation of household and domestic work. At the family level, a marital age difference is an important shared characteristic that might play a role in determining a woman's career trajectory, and, therefore, her income. Since women tend to marry older men, we investigate whether women whose husbands are older have lower incomes than women whose husbands are the same age or younger. OBJECTIVEThis study investigates whether the age gap between a woman and her partner was associated with her income in Denmark in 2010. METHODSWe use data on Danish female twin pairs in 2010. Our design includes samples within twin pairs (n = 4,716) and pooled twin samples (n = 13,354) to account for differences in early household environments and uses unconditional quantile regression to model the association between the age gap and the woman's income.

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Section: Gender Gap In Paymentioning

confidence: 99%

Is the age difference between partners related to women's earnings?

Carollo¹,

Oksuzyan²,

Drefahl³

et al. 2019

DemRes

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“…--Rachana Lokhande, Co-CEO of Kinetic India (Sharma, 2020) There are continued gender gaps in the workplace and at home. At work, women get paid less and receive fewer promotions than men (Bolotnyy and Emanuel, 2018;Fransen et al, 2012;Ibarra et al, 2010); they are also underrepresented in corporate leadership positions (Acker, 2006;Cook and Glass, 2014;Glass and Cook, 2016). At home, women spend more time on domestic tasks such as housework and childcare (Geist, 2010).…”

Section: Introductionmentioning

confidence: 99%

Covid-19 created a gender gap in perceived work productivity and job satisfaction: implications for dual-career parents working from home

2020

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Purpose This paper aims to examine gender gaps in work-related outcomes in the context of Covid-19. The authors hypothesized that the Covid-19 pandemic would create a gender gap in perceived work productivity and job satisfaction. This is because when couples are working from home the whole day and when schools are closed, women are expected to devote more time to housework and childcare. Design/methodology/approach The authors used a sample of employed women and men from dual-career families who were working from home since Covid-19 lockdowns started. In total, 286 US-resident full-time employees participated in this study. Participants were asked to report their work productivity and job satisfaction before and since Covid-19 lockdowns. Findings It is found that before the Covid-19 pandemic, there were no gender differences in self-rated work productivity and job satisfaction. However, during the lockdown, women reported lower work productivity and job satisfaction than men. Research limitations/implications Participants retrospectively reported their work productivity and job satisfaction before Covid-19. However, there are unlikely to be systematic gender differences in retrospective reports of these measures. Further, the authors only sampled opposite-sex dual career parents. Future research needs to examine the effects of lockdowns on women and men in other types of households. Practical implications Given the nature of the Covid-19 pandemic, many regions might experience multiple periods of lockdown, and many workplaces have already adopted or are likely to adopt long-term work-from-home policies. The findings indicate that these long-term changes in the workplace might have long-term negative effects on women’s perceived productivity and job-satisfaction in dual-career families. Social implications The findings suggest that society needs provide additional support to women working from home and taking care of children or other dependents, particularly during lockdowns or during times when schools and daycare centers are closed. Originality/value The current research is one of the first to claim that despite the greater amount of time that women spend in housework and childcare than men, during normal times, they are as productive and as satisfied with their job as men. However, the Covid-19 pandemic increased women’s housework and childcare beyond a threshold, thereby creating a gender gap in work productivity and job satisfaction.

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“…Two recent articles I perused did use more neutral terminology. Fransen et al (2012) referred to the explained gap as the "quantity gap" (since it was explained by differences in the amount of human capital) and the "residual gap." Lee and Lee (2012) spoke of "observable" and "unobservable" components of earnings.…”

Section: Problems With the Use Of Multiple Regression Analysis And Humentioning

confidence: 99%

Human Capital Models and the Gender Pay Gap

Olson

2012

Sex Roles

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This paper provides a commentary on the article by Lips (2012), "The Gender Pay Gap: Challenging the Rationalizations, Perceived Equity, Discrimination, and the Limits of Human Capital Models." It provides some economic background for human capital models that try to explain gender pay gaps, and discusses the limitations of the models. It assesses some of Lips' criticisms of the model. In contrast to Lips, the author believes that human capital theorists are generally aware of the limitations of their models, and she believes that human capital models make a valuable contribution to the literature on the gender pay gap. The author also uses her own research to illustrate how human capital variables can be combined with variables from psychology and other fields to try to understand the salary differences between men and women in specific professions. The Appendix provides a list of some 2011 and 2012 studies that examine gender differences in pay in various countries and the types of data used.

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Why do women still earn less than men? Decomposing the Dutch gender pay gap, 1996–2006

Cited by 16 publications

References 22 publications

Is the age difference between partners related to women's earnings?

Is the age difference between partners related to women's earnings?

Covid-19 created a gender gap in perceived work productivity and job satisfaction: implications for dual-career parents working from home

Human Capital Models and the Gender Pay Gap

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