Analysing the Gender Wage Gap (GWG) Using Personnel Records

Pfeifer, Christian; Sohr, Tatjana

doi:10.1111/j.1467-9914.2009.00451.x

Cited by 11 publications

(7 citation statements)

References 39 publications

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“…3 3 For a recent application of this decomposition method to individual, worker‐level, panel data see Pfeifer and Sohr (2009). For an application to Belgian data see Rycx and Tojerow (2002).…”

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confidence: 99%

Firm‐level Evidence on Gender Wage Discrimination in the Belgian Private Economy

Vandenberghe

2011

Labour

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In this paper we explore a matched employer-employee data set to investigate the presence of gender wage discrimination in the Belgian private economy labour market. Contrary to many existing papers, we analyse gender wage discrimination using an independent productivity measure. Using firm-level data, we are able to compare direct estimates of a gender productivity differential with those of a gender wage differential. We take advantage of the panel structure to identify gender-related differences from within-firm variation. Moreover, inspired by recent developments in the production function estimation literature, we address the problem of endogeneity of the gender mix using a structural production function estimator alongside instrumental variable-general method of moments (IV-GMM) methods where lagged value of labour inputs are used as instruments. Our results suggest that there is no gender wage discrimination inside private firms located in Belgium, on the contrary.

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confidence: 99%

Firm‐level Evidence on Gender Wage Discrimination in the Belgian Private Economy

Vandenberghe

2011

Labour

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“…Building on the concept of labour market segmentation theory, FFWPs must also be sensitive to the needs of particular employment or industry sectors in addition to considering the needs of employees in primary and secondary groupings. For example, secondary grouping positions are mostly filled by women and other marginalized workers (Kraus and Yonay, 2000;Pfeifer and Sohr, 2009). According to Statistics Canada (2006), service industries such as teaching, health and sales predominantly employ women.…”

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confidence: 99%

Family friendly policies: accommodating end‐of‐life caregivers in workplaces

Vuksan

Williams²,

Crooks³

2012

International Journal of Workplace Health Management

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Purpose -Family friendly workplace policies (FFWPs) are designed to help employees co-manage work and personal obligations. With the rising aging population and subsequent emphasis on informal caregiving in Canada, Canadian employees will have to maintain paid work while serving as caregivers for family members at end-of-life (EoL). Thus, workplaces need to be prepared to accommodate these workers' requests. The objective of this paper is to explore, qualitatively, the workplace and employee characteristics that are most helpful to employees in EoL caregiving situations from an employer/human resources (HR) perspective so as to inform the development of FFWPs targeting this group. Design/methodology/approach -The authors draw on the findings of five focus group discussions undertaken in 2008 with Canadian employers and HR professionals in the provinces of British Columbia, Manitoba, Ontario, Quebec, and Newfoundland and Labrador. Findings -There are clear differences in how large and small workplaces accommodate employees who are providing EoL care. For instance, larger workplaces are more likely to have set policies around employee EoL care leaves and are unable to accommodate employees' needs that fall outside the scope of these policies; smaller workplaces are less likely to have standard policies for caregiver leaves and are more able to customize responses to leave requests. Employee characteristics such as length of time working for the employer and employee skill level also have a bearing on accommodating employee EoL care leave requests. The presence of HR infrastructure, which is more characteristically found in large workplaces, is also related to the availability of formal FFWPs.Research limitations/implications -The fact that the data were derived from the employer/HR perspective and not those of actual employees is a limitation. The small sample size and convenience (non-random) sampling limits the generalizability of the findings. Originality/value -This research contributes to the limited literature on FFWPs and EoL caregiving accommodations. The findings of this study can directly inform workplace practice, both now and in the years to come, regarding how best to support workers who are also providing informal EoL care to family, friends, and others.

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“…Such a consideration favors men because, on average, women have higher quit rates. A related argument is that women have, on average, higher absence rates than men and are therefore more expensive to employ in better paid jobs at higher levels (Pfeifer and Sohr 2008). The same rationale holds for the recruitment process (Renes and Ridder 1995;Winter-Ebmer and Zweimüller 1997, p. 48;Sattinger 1998).…”

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confidence: 93%