Equal Work, Unequal Pay

Kemp, Alice Abel; Beck, E. M.

doi:10.1177/0730888486013003002

Cited by 12 publications

(3 citation statements)

References 15 publications

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“…Gender gaps still tend to be in favor of males in various social institutions, especially in business. At the workplace, women often face discrimination with unequal pay (Kemp and Beck, 1986). Women are less likely to take leadership positions than their counterparts even though gender diversity in the leadership team tends to have a powerful impact on firm performance and its sustainability reporting (Fernandez-Feijoo et al, 2014;Low et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Gender issues in family business research: A bibliometric scoping review

Nguyen

et al. 2021

JABES

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PurposeThe current review aims to examine the growth trajectory, most influential documents, intellectual and conceptual structure of the literature regarding gender issues in family business research.Design/methodology/approachThe bibliometric analysis was performed using 224 documents from 1991 to 2020 extracted from the Web of Science database.FindingsThe review finds that this field's knowledge grew exponentially during the last three decades, mainly after 2003 and the last several years. Based on the co-citation analysis, three major research lines are identified: “Women's challenges and opportunities in the family business”, “Gender diversity in the family business corporate board”, and “Gender and family SMEs management.” The temporal co-word analysis reveals that “Gender diversity in the family business corporate board” is the latest research line.Originality/valueBy reviewing prominent cited references and documents that cited them, the authors provide the landscapes and research gaps of three major research lines for further development.

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Section: Introductionmentioning

confidence: 99%

Gender issues in family business research: A bibliometric scoping review

Nguyen

et al. 2021

JABES

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“…Early studies referred to discrimination in pay to describe situations of unequal remuneration in equal jobs (Abel Kemp & Beck, 1986). Subsequently, the definition was broadened to include situations of unequal remuneration in jobs of comparable worth (Acker, 1989;Steinberg, 1990).…”

Section: Introductionmentioning

confidence: 99%

What slips through the cracks: The distance between regulations and practices shaping the gender pay gap

Mira

Olivares

Oto

2020

Economic and Industrial Democracy

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Studies have often examined the effects of one dimension of work organization (WO) on the gender pay gap (GPG) by considering single contexts. However, research has rarely addressed how different factors of WO intersect to shape the GPG across contexts. This article fills this gap in the literature by comparing the chemical industry and financial services sectors in Spain. The article analyses how WO is formalized in collective bargaining and how regulations translate in practice at the company level. While different configurations of intertwining inequalities emerge in each context analysed, managerial discretion is a common key feature contributing to the GPG. Gaps in regulation allow unilateral recruitment, promotion and pay practices. Simultaneously, managerial practices distort or circumvent regulation by abusing or misusing certain concepts. The distance between regulation and practice is embedded in gendered organizational cultures and institutional inertia leading to gender inequalities in pay.

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“…Even when women and men work in the same setting and even in the same occupation, women often have less access than men to various resources and rewards attached to the jobs: unequal access to control over subordinates' activities (Fuchs 1975; Wolf and Fligstein 1 9 7 9 a , 1 9 7 9 b ; Hill 1980; Jaffee 1989). unequal access to higher-paying organizational ranks (Treiman and Hartman 1981;Halaby 1979; Kemp and Beck 1986), separate promction ladders, differential job trajectory for positions labelled "male" and "female" (Baron andBielby 1985, 1986;Hartman 1987; Roos and Reskin 1 9 8 4 1 , and unequal qualifications for fringe benefits (Perman and Stevens 1 9 8 2 ) . These studies indicate that marked gender inequality is still present in the workplace.…”

Section: Introductionmentioning

confidence: 99%

Gender Inequality in Authority and Autonomy in the Workplace in Japan, Britain, and the United States*

Ishida

1995

Int J Japanese Sociology

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This study examines gender inequality in the distribution of various aspects of autonomy and authority in the workplace in Japan, Britain, and the United States. In all three societies, there are clear gender gaps in access to autonomy and authority relations, but the distributions are most unequal in Japan. The main part of this study involves the testing of four hypotheses which attempt to explain gender differences in autonomy and authority. The first hypothesis, which focuses on family responsibilities, receives limited support from the Japanese and British data. Japanese and British women are disadvantaged in obtaining managerial positions and supervising other employees by the presence of children. The human capital explanation of gender inequality in the workplace appears to be supported to some extent in Japan and Britain because gender gaps are reduced when we controlled for Render differences in education, tenure and work experience in these countries. The differential access to managerial positions is an important source of gender inequality in workplace social relations in all three countries. Nonetheless, significant gender gaps remain. especially in the United States. When all these factors (family responsibilities, human capital and managerial positions) are taken together, gender gaps are reduced substantially in Japan. In contrast. persistent gender inequality is found in the United States.

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Equal Work, Unequal Pay

Cited by 12 publications

References 15 publications

Gender issues in family business research: A bibliometric scoping review

Gender issues in family business research: A bibliometric scoping review

What slips through the cracks: The distance between regulations and practices shaping the gender pay gap

Gender Inequality in Authority and Autonomy in the Workplace in Japan, Britain, and the United States*

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