Does More Mean Less? The Male/Female Wage Gap and the Proportion of Females at the Establishment Level

Reilly, Kevin T.; Wirjanto, Tony S.

doi:10.2139/ssrn.176088

Cited by 46 publications

(38 citation statements)

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“…On the other hand, the negative impact of this variable on female wages increased until early-90s; by 1993, a 10 percentage point increase in the proportion of females in the establishment was associated with a decline in average female wages of approximately 1 percent. These results contrast to previous available evidence that had revealed that the femaleness of the establishment depressed the wages of both men and women (see Carrington and Troske (1998) or Reilly and Wirjanto (1999)). We have checked whether these results could be driven by the aggregate occupational controls used in the regressions.…”

Section: The Impact Of Gender Segregation On Wagescontrasting

confidence: 99%

“…Nevertheless, gender segregation along occupation or industry lines has been subject to wider scrutiny than gender segregation among establishments. Studies evaluating the impact of the degree of femaleness of the establishment on wages have in general found that inter-establishment gender segregation accounts for a substantial share of the wage gap (see Troske (1995, 1998), Yoon et al (2003), Reilly and Wirjanto (1999), Groshen (1991), Pfe¤er and Davis-Blake (1987) and, for earlier awareness on this pattern, McNulty (1967) and Buckley (1971)). …”

Section: Introductionmentioning

confidence: 99%

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Gender segregation and the wage gap in Portugal: an analysis at the establishment level

Vieira

Cardoso²,

Portela

2005

J Econ Inequal

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Using a large linked employer-employee data set, this paper aims at quantifying the trend in worker segregation at the establishment level and its impact on wages in Portugal over a …fteen year period. We concentrate on the gender dimension, to answer the questions: What is the level of gender segregation across establishments in the Portuguese labor market and how has it evolved over time? What is the impact of segregation on wages? Is that impact di¤erent for men and women? Systematic and random components of segregation are computed. We use standard wage decomposition techniques to evaluate the impact of the composition of the labor force at the establishment level on wages. The results reveal a high degree of systematic gender segregation. A higher proportion of females in the establishment lowers females'wages while, on the contrary, it raises males'wages. The evidence gathered is consistent with the taste-based model of employer behavior and with the theory of sorting of workers across establishments based on their productivity.

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Section: The Impact Of Gender Segregation On Wagescontrasting

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Gender segregation and the wage gap in Portugal: an analysis at the establishment level

Vieira

Cardoso²,

Portela

2005

J Econ Inequal

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“…The first stems from the fact that much of the horizontal segregation we have described takes place across establishments and industries. 28 Indeed, in studies that perform decompositions of the gender wage gap (Drolet 1999), and in those that investigate the penalty to female work (Reilly andWirjanto 1999, Baker andFortin 2001), the negative effect of industrial and establishment gender segregation on either the gender gap or female wages dominates that of occupational gender segregation. 29 Recent research of Baker and Fortin (2000) suggests that another limitation on policy is the difficulty, if not impossibility, of making commensurate female and male jobs in establishments of less than 100 employees.…”

Section: Resultsmentioning

confidence: 99%

Occupational Gender Segregation and Women's Wages in Canada: An Historical Perspective

Fortin¹,

Huberman²

2002

Canadian Public Policy / Analyse de Politiques

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“…Reilly and Wirjanto (1999) as well as Datta Gupta and Rothstein (2005) include both personal and establishment-level information to point out the effect of segregation on the earnings differences between men and women in Canada and Denmark. Drolet (2002) investigates how much of the Canadian pay gap can be attributed to specific workplace characteristics, such as high-performance workplace practices or training expenditures.…”

Section: Introductionmentioning

confidence: 99%

Gender Earnings Gap in German Firms: The Impact of Firm Characteristics and Institutions

Heinze

Wolf²

2006

SSRN Journal

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Die Discussion Papers dienen einer möglichst schnellen Verbreitung von neueren Forschungsarbeiten des ZEW. Die Beiträge liegen in alleiniger Verantwortung der Autoren und stellen nicht notwendigerweise die Meinung des ZEW dar.Discussion Papers are intended to make results of ZEW research promptly available to other economists in order to encourage discussion and suggestions for revisions. The authors are solely responsible for the contents which do not necessarily represent the opinion of the ZEW.Download this ZEW Discussion Paper from our ftp server:ftp://ftp.zew.de/pub/zew-docs/dp/dp06020.pdf Gender Earnings Gap in German Firms AbstractMost existing analyses on the gender wage gap (GWG) have neglected the establishment as a place where inequality between male and female employees arises and is maintained. The use of linked employee-employer data permits us to move beyond the individual and consider the importance of the workplace to explain gender pay differentials. That is, we first provide a comprehensive study on the effects of various firm characteristics and the institutional framework on the GWG in Germany. The innovation of our research is that we do not just compare average male and female wages (of specific groups of employees), but look at within-firm gender wage differentials. Our results indicate that the mean GWG within firms is smaller than the average overall GWG. Furthermore, we can show that firms with formalized co-determination (works council) and those covered by collective wage agreements are more likely to have smaller GWG. It is also interesting to note that the wage differential between men and women decreases with firm size and increases with the wage level. JEL Classification: J16 and J31Keywords: gender wage gap; unions, works councils, discrimination, within-firms wage differentials. Non-technical summaryMost studies analyze gender pay differentials by focusing primarily on differences in the wage-determining characteristics of men and women and how these characteristics are rewarded. The goal of our research is to move beyond the individual and consider the importance of the workplace to explain gender pay differentials. The innovation of our research approach is that we do not just compare average male and female wages (of specific groups of employees), but look at within-firm gender wage differentials. In the following study, we will focus on the impact of works council and the collective bargaining coverage.An attempt to explain the wage differences between men and women would not be comprehensive and convincing, if Becker's theory on discrimination were not considered at all. We hence propose alternative concepts to test the hypotheses derived from the discrimination model. The empirical analysis is based on the German LIAB data, a representative linked employer-employee panel including information on all employees of firms covered by the IAB establishment survey.To investigate the theoretical hypotheses regarding the effect of firm and institutional characteristics on wage i...

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Does More Mean Less? The Male/Female Wage Gap and the Proportion of Females at the Establishment Level

Cited by 46 publications

References 0 publications

Gender segregation and the wage gap in Portugal: an analysis at the establishment level

Gender segregation and the wage gap in Portugal: an analysis at the establishment level

Occupational Gender Segregation and Women's Wages in Canada: An Historical Perspective

Gender Earnings Gap in German Firms: The Impact of Firm Characteristics and Institutions

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