Using annual household surveys from 2004 to 2019, we examine the existence of a gender labor income gap among older persons in Peru. Two labor income models are estimated: Model 1 uses a basic set of demographic, socioeconomic, and personal characteristics as regressors (also called endowments); Model 2 uses the basic set plus additional personal characteristics. The Misner‐type relationship holds with positive returns for education and experience, and the anticipated association to the endowments. The Oaxaca‐Blinder decomposition yields an explained labor income gender gap of 44.4% (Model 1) and 51.5% (Model 2), i.e., controlling for endowments, approximately one half of the labor income difference remains unexplained and can be attributed to discrimination and labor segregation. In light of these results, we estimate Model 3 with two additional variables (head of household and beneficiary of intergenerational private transfer) which attempt to capture gendered stereotypes. With these two variables which provide information on gender discrimination the explained labor income gap for Model 3 is 71.1%—an increase of 19.6%. The unexplained component of the difference in labor income amounts to 28.8% that we attribute to unobserved variables that operate as post‐labor market elements in patriarchal societies. Results show that gender inequity during a woman’s life‐span manifests acutely among older women, which raises important implications for policy interventions.

In this article, we estimate the active and passive contributory pension coverage rates in Peru since the structural reform of social security in 1992. Further, we delineate a supply‐and‐demand model for the pension market. Using a diagram based on this model, we analyze the impact of re‐reforms that have increased the competitiveness of the pension system and in an effort to promote worker affiliation. Re‐reform has shifted the supply of pension services, but the demand for such services has remained constant at 28% of the labor force. Thus, coverage has not meaningfully increase. In the conclusion section of the article, we consider various policy interventions intended to increase demand, which might include instituting mandatory contributions for the self‐employed and/or increasing the proportion of registered employees. In addition, to mitigate income insecurity for older people, given the low active and passive coverage rates, we recommend that access to social pensions be increased.Key Practitioner Message: • Estimation of the active and the passive pension coverage trajectories since the social security structural reform. • Delineation of a conceptual framework to describe the pension market using supply and demand functions. • Alternative interventions to increase coverage, that is, strengthening the competitiveness of the pension market, shifting the demand and universal social pensions.

Using household surveys from 17 Latin American countries over 2009-2018, we analyze contributory pension coverage for the economically active population (EAP) and contributory/non-contributory pension coverage for older persons. Nine countries have "private" and eight have "public" pension systems. Inequalities in gender, income, education, location and firm size affect both coverage of the EAP and the elderly. Rather than being affected by the type of pension systemprivate or public -, coverage depends on structural features of the labour market and public policy interventions. Our findings confirm current understanding that level of development is directly related with coverage whereas inequality and informality are inversely related with coverage. Based on these results, we recomend policy interventions.

La desigualdad entre hombres y mujeres en las relaciones laborales y su repercusión materializada en la brecha salarial exige una perspectiva de análisis específica vinculada a la valoración de puestos de trabajo. En este estudio realizamos un estudio del procedimiento que sirve de herramienta garantizadora de la igualdad entre mujeres y hombres relativa a la valoración de puestos de trabajo. En concreto, nos referimos a todos aquellos aspectos que relacionados con factores y subfactores de valoración permiten identificar, corregir y evitar sesgos de género que son causa de discriminación indirecta y que provocan desigualdades retributivas.