Ensayos sobre POLÍTICA ECONÓMICA Abordando la desigualdad de género. Empleo en tecnologías de la información y la comunicación y diferencias salariales por género en España

El acceso a la versión del editor puede requerir la suscripción del recurso Access to the published version may require subscription ICT employment, over-education and gender in Spain. Introduction and objectivesWomen are the leading protagonists of recent developments in the labour market in the most industrialised countries. As their presence in the labour market increases, guidelines for family and social organisation change, and they progressively assimilate the patterns and labour choices of men. This socio-demographical behaviour can be clearly observed in Spain (Garrido, 1993; González and Requena, 2006) and are demonstrated by the main labour rates. While the female activity rate in 1987 was 31.8 per cent, by the second quarter of 2007, it had increased to 49 per cent. In other words, the number of Spanish women taking part in the labour market has increased by almost 54 per cent in the last twenty years. Similarly, the Spanish female employment rate has almost doubled, increasing from 23 per cent in 1987 to 43.8 per cent in 2007. However, women cannot be considered as a homogeneous group, especially in a country like Spain, where economic and social changes related to gender have been changing at an increasing rate. Within the domestic context, there are deep differences in female labour behaviour. Using data from 2007, married women show remarkably different labour rates to those with other marital status: less frequent participation in the labour market (2.2 points), lower unemployment rates (2.6 points) and lower occupation rates (0.8 points). Furthermore, Spanish married women are slightly less educated than other women. While 44.9 per cent of unmarried 2 women have an educational level that is equal to or higher than compulsory education, only 38.

The expansion of services and the dissemination of information and communication technologies (ICTs) are identified as important factors for improving employment opportunities for women, reducing labour differences by gender. The objective of the study is to determine to what extent services, and especially those most closely linked with knowledge and ICTs such as knowledge-intensive services (KIS), are changing some of the basics of labour gender differences. To do this, first we measure and characterize employment related to the service sector and KIS, comparing the existing gender wage-gap in these activities with the one observed in the overall economy. Then we carry out an analysis of decomposition over these gaps (in term of total distribution of wages and by quantiles). Our results indicate that, although KIS improve the wage situation of women, they are unable substantially to reduce gender wage inequality in the Spanish labour market, perhaps because the same gendered structures of the workplace are replicated in the KIS activities.

While science and technology systems are deeply changing in Spain to a more open-based organization, international mobility showed by Spanish doctorate-holders are dramatically increasing. Taking into account this context, article pursuits two objectives. First, we would like to know which factors are mainly explaining the decisions supporting theses abroad mobility processes, paying a special attention to gender and academic career organization. Second, we try to find out why Spanish-doctorate holders differ in term of the intensity of their international mobility. To get it, several econometric models (probit and ordered probit) through Spanish Survey of Human Resources in Science and Technology of 2009 (HRST-2009) have been estimated, checking how personal, academic and labour traits affect these decisions. Outcomes point out that abroad mobility of Spanish PhD plays a role like initial condition in order to develop a academic career. Gender differences are also observed against woman, who faces more difficulties compared with man to undertake this kind of human capital investment.