Kesenjangan Upah Antargender di Indonesia: Bukti Empiris di Sektor Manufaktur

Abstract

Theoretically, in the labor market without discrimination, wages should be paid according to productivity. Unlike other studies that use worker level data, this study will identify gender wage discrimination using firm-level data. Using Industrial Survey Data in 1996 and 2006, the gender wage ratio and gender productivity ratio were estimated simultaneously using the nonlinear seemingly unrelated regression (NLSUR) with least square estimator. We find that there is wage discrimination against women in the manufacturing sector. After disaggregating the firms by trade orientation, we show that wage discrimination against women occurs in non-exporting firms. While in exporting firms there is no wage discrimination. ========================= Secara teori, di pasar kerja yang tidak ada diskriminasi, seharusnya upah dibayar sesuai dengan produktivitas. Berbeda dengan penelitian lain yang menggunakan data level pekerja, penelitian ini akan mengidentifikasi diskriminasi upah antargender dengan menggunakan data di level perusahaan. Dengan menggunakan data Industri Besar dan Sedang tahun 1996 dan 2006, rasio upah gender dan rasio produktivitas gender diestimasi secara simultan menggunakan metode non-linear seemingly unrelated regression (NLSUR) dengan estimator least square. Penelitian ini menemukan bukti ada diskriminasi upah terhadap perempuan di sektor manufaktur. Setelah mendisagregasi perusahaan berdasarkan status ekspor, diskriminasi upah terhadap perempuan ditemukan di perusahaan non-eksportir, sedangkan di perusahaan eksportir tidak ditemukan diskriminasi upah.

Employment Participation and Determinants of the Gender Wage Gap in the Head of the Household

“…On the demand side, there is discrimination by companies in choosing workers (Tank, 2018) There are several previous studies that have been conducted on the wage gap and gender pay in Indonesia. In general, the results of the study show the consistency of the results that there is a gender wage and wage gap in Indonesia (Anas & Damayanti, 2018;Dewi, 2019;Hennigusnia, 2014;Laili & Damayanti, 2018;Lusiyanti, 2020;Mardiana, 2015;Pirmana, 2006;Sugiharti & Kurnia, 2018). The research that has been done uses different data, approaches and levels (Ehrenberg & Smith, 2012) On a macro level, Sugiharti & Kurnia (2018) prove that there has been a gender pay gap in Indonesia.…”

“…In Indonesia, specifically in the manufacturing sector, Laili & Damayanti (2018) found evidence of wage discrimination against female workers. Discrimination was found in companies with non-exporter status, while in exporting companies there was no wage discrimination.…”

“…Laili and Damayanti's research (Laili & Damayanti, 2018) is limited to certain sectors, namely manufacturing with large and medium industrial data.…”

Women Directors and Firm Profitability: The Role of Corporate Environmental Responsibility Engagement

“…The notion of patriarchy which is still a culture in everyday professional life [76], also occurs in the industry that dominates GDP income in Indonesia, namely the manufacturing industry. One issue that continues to be raised is the inequality of wages received by women compared to men in the manufacturing industry [38]. The small number of women and wage inequality due to gender is an indication of a glass ceiling phenomenon in Indonesian manufacturing companies.…”

Dampak Upah Minimum Regional dan Pertumbuhan Penduduk Terhadap Penyerapan Tenaga Kerja pada Industri Kecil Menenggah di Kabupaten Nagan Raya

“…Pekerja mengharapkan upah yang didapatkan bisa memenuhi/mencukupi kebutuhan mereka. Berdasarkan (Laili & Damayanti, 2018) adalah biaya yang diberikan atas usaha suatu kegiatan. Definisi upah menurut (Efendi et al, 2020) ialah imbalan yang berupa uang ataupun jasa yang dibayarkan menurut kesepakatan pada jarak waktu tertrntu atas jasa yang sudah dikerjakan.…”