|
on Gender |
|
Issue of 2025–02–03
five papers chosen by Jan Sauermann, Institutet för Arbetsmarknads- och Utbildningspolitisk Utvärdering |
| By: | Jason Sockin; Michael Sockin |
| Abstract: | In the United States and other large economies, women receive less variable pay than men, even within the same firms and job titles. We argue this disparity in pay partly reflects labor market sorting. Since women are less-represented in more variable-pay-intensive jobs, even within occupations, women accumulate less variable pay over time. Women apply relatively less often to and early in their careers separate faster from such roles. Compared with their male peers, women perceive variable-paying jobs as offering worse amenities, including culture, work-life balance, and paid family leave. Compensation schemes appear to induce disparities in pay through worker sorting. |
| Keywords: | gender gap, variable pay, job search, amenities |
| JEL: | J16 M52 |
| Date: | 2025 |
| URL: | https://d.repec.org/n?u=RePEc:ces:ceswps:_11608 |
| By: | Hammer, Luisa (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "Gender gaps in employment have narrowed but remain substantial, particularly among couples. To estimate how improved female wage opportunities influence partners’ employment choices, I exploit demand-driven wage changes in job tasks and German administrative data. Results indicate women respond positively, albeit at a diminishing rate, to relative wage improvements, while male partners also increase their labor supply in response. Consequently, the work hours gap within couples narrows, but doesn’t close and even widens in certain groups. Potential explanations for these patterns building on Becker’s household model include comparative advantages for women, and relative income preferences and gender identity norms for men." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation |
| JEL: | D13 E32 J12 J16 J22 |
| Date: | 2025–01–27 |
| URL: | https://d.repec.org/n?u=RePEc:iab:iabdpa:202501 |
| By: | MORIKAWA Masayuki |
| Abstract: | While it is generally agreed that reducing the gender wage gap is desirable, different policy measures would be effective in addressing the problem, depending on what causes the gap. This study measures the relationships between firms’ compositions of workers, productivity, and wages―the “productivity-wage gap†―using panel data from 2015 to 2021 constructed from an original survey of Japanese firms linked with the Basic Survey of Japanese Business Structure and Activities. These results indicate that, on average, female workers’ wages are not lower than their contributions to firm productivity. Second, we do not find female workers’ wages to be higher than productivity in firms with labor unions and female directors on their boards. Third, part-time workers’ wages are higher relative to their productivity levels. Fourth, the wages of highly educated workers are lower relative to their productivity levels. Fifth, when firm fixed effects are controlled for, the productivity-wage gap for female workers and highly educated workers cannot be precisely estimated, indicating that unobserved firm characteristics are behind the gap observed cross-sectionally. |
| Date: | 2025–01 |
| URL: | https://d.repec.org/n?u=RePEc:eti:dpaper:25008 |
| By: | Gørtz, Mette; Sander, Sarah; Sevilla, Almudena |
| Abstract: | This paper compares the labor market trajectories of grandparents before and after the arrival of their first grandchild. We find gender gaps in earnings of 4 and 10 percent five and ten years, respectively, after the first grandchild. These effects are driven by changes in women's labor supply at both the intensive and extensive margin. We provide evidence from multiple data sources that grandmothers’ caregiving complements formal daycare, thereby offering essential flexibility for young parents. We document that grandchild penalties were larger in earlier periods characterized by low availability of daycare, shorter parental leave, and an earlier retirement age. Linking register data to geographical variations in daycare centers reveals that local daycare coverage is not associated with grandchild penalties. Detailed time use data show that grandmothers carry larger responsibilities for childcare than grandfathers. Recognizing the complementary nature of grandmaternal childcare is important for the design of policies attempting to reduce child penalties for both mothers and grandmothers. |
| Keywords: | female labor supply; gender; grandchildren; inequality; retirement |
| JEL: | N0 R14 J01 |
| Date: | 2025–02–28 |
| URL: | https://d.repec.org/n?u=RePEc:ehl:lserod:126874 |
| By: | Nuria Rodriguez-Planas (Queens College – CUNY & IZA, University of Barcelona & IEB); Alan Secor (CUNY Research Foundation & Illinois Institute of Technology) |
| Abstract: | Have the recent changes in reproductive rights changed women’s perceptions of discrimination and fair treatment relative to men’s perceptions? To address this question, we collected online survey data (N=1, 374) during spring 2023 using a randomized design that provided information about the enactment of State antiabortion laws and the overturning of Roe v. Wade by the U.S. Supreme Court to a treatment group but no information to an untreated control group. This exogenous variation in information dissemination was used to analyze perceived fairness and discrimination of treated individuals, by sex. We find that treatment increases women’s overall perception of discrimination and unfair treatment in the US by 11.5 percent of a standard deviation and their perception relative to men by 21.8 percent of a standard deviation, widening an already existing gender gap. These results support the notion that the recent state and federal abortion restrictions can impact individuals’ perceptions of fairness and discrimination in the U.S. and do so differentially by gender. |
| Keywords: | State and federal abortion restrictions, gender, perceived discrimination and fairness, rights protection, randomized information treatment. |
| JEL: | J15 J16 I K36 |
| Date: | 2024 |
| URL: | https://d.repec.org/n?u=RePEc:ieb:wpaper:doc2024-13 |