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on Gender |
| By: | Erling Barth; Sari Pekkala Kerr; Claudia Olivetti |
| Abstract: | We use a unique match between the 2000 Decennial Census of the United States and the Longitudinal Employer Household Dynamics (LEHD) data to analyze how much of the increase in the gender earnings gap over the lifecycle comes from shifts in the sorting of men and women across high- and low-pay establishments and how much is due to differential earnings growth within establishments. We find that for the college educated the increase is substantial and, for the most part, due to differential earnings growth within establishment by gender. The between component is also important. Differential mobility between establishments by gender can explain 27 percent of the widening of the pay gap for this group. For those with no college, the, relatively small, increase of the gender gap over the lifecycle can be fully explained by differential moves by gender across establishments. The evidence suggests that, for both education groups, the between-establishment component of the increasing wage gap is due almost entirely to those who are married. |
| JEL: | J16 J31 |
| Date: | 2017–05 |
| URL: | http://d.repec.org/n?u=RePEc:nbr:nberwo:23381&r=gen |
| By: | García, Jorge Luis (University of Chicago); Heckman, James J. (University of Chicago); Ziff, Anna (University of Chicago) |
| Abstract: | This paper estimates gender differences in life-cycle impacts across multiple domains of an influential enriched early childhood program targeted toward disadvantaged children that was evaluated by the method of random assignment. We assess the impacts of the program on promoting or alleviating population differences in outcomes by gender. For many outcomes, boys benefit relatively more from high-quality center childcare programs compared to low-quality programs. For them, home care, even in disadvantaged environments, is more beneficial than lower-quality center childcare for many outcomes. This phenomenon is not found for girls. We investigate the sources of the gender differentials in impacts. |
| Keywords: | gender differences, childcare, early childhood education, health, randomized trials, substitution bias |
| JEL: | J13 I28 C93 |
| Date: | 2017–05 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp10758&r=gen |
| By: | Kaya, Ezgi (Cardiff Business School) |
| Abstract: | Recent studies from different countries suggest that the gender gap is not constant across the wage distribution and the average wage gap provides limited information on women’s relative position in the labour market. Using micro level data from official statistics, this study explores the gender wage-gap in Turkey across the wage distribution. The quantile regression and counterfactual decomposition analysis results reveal three striking features of the Turkish labour market. The first is that the gender wage gap is more pronounced at the upper tail of the wage distribution, implying the existence of a glass ceiling effect for women in the Turkish labour market. The second is that, the glass ceiling effect in Turkey is not observed in the raw gender wage gap and only revealed after controlling for workers’ labour market qualifications implying that women are better qualified and better educated than their male counterparts’ at the upper tail of the wage distribution. The third finding is that despite the narrowing effect of the women’s relative labour market qualifications, the glass ceiling effect in the Turkish labour market exists due to unequal treatment of men and women and the increasing labour market discrimination toward women as we move up the wage distribution. |
| Keywords: | Gender wage gap, quantile regression, decomposition |
| JEL: | C21 J31 J71 |
| Date: | 2017–05 |
| URL: | http://d.repec.org/n?u=RePEc:cdf:wpaper:2017/5&r=gen |
| By: | Ina Ganguli; Ricardo Hausmann; Martina Viarengo |
| Abstract: | While microfinance institutions (MFIs) are increasingly important as employers in the eveloping world, there is little micro-level evidence on gender differences among MFI employees nd MFIs’ relation to economic development. We use a unique panel dataset of employees from atin America’s largest MFI to show that gender gaps favouring men for promotion exist primarily n the sales division, while there is a significant gender wage gap in the administrative division. mong loan officers in the sales division, the gender gap in promotion and wages reverses. Finally, emale employees tend to work with clients with better loan terms and a history of loans with the nstitution. |
| Date: | 2017 |
| URL: | http://d.repec.org/n?u=RePEc:unu:wpaper:wp2017-117&r=gen |
| By: | Valeria Maggian (GATE Lyon Saint-Étienne - Groupe d'analyse et de théorie économique - ENS Lyon - École normale supérieure - Lyon - UL2 - Université Lumière - Lyon 2 - UCBL - Université Claude Bernard Lyon 1 - UJM - Université Jean Monnet [Saint-Etienne] - Université de Lyon - CNRS - Centre National de la Recherche Scientifique); Natalia Montinari (Université de Bologne - UNIBO - Università di Bologna [Bologna]) |
| Abstract: | We experimentally test for spillover effects of gender quotas on subsequent unrelated, unethical behavior. We find that introducing quotas has no systematic effect on unethical behavior for both genders. High performing, competitive females are more likely to display unethical behavior than their male counterparts. |
| Keywords: | Affirmative action, spillover effects, unethical behavior, competition, laboratory experiments |
| Date: | 2017 |
| URL: | http://d.repec.org/n?u=RePEc:hal:wpaper:halshs-01511175&r=gen |