Organisational Gender Pay Gaps in the UK: What Happened Post-Transparency?

Jones, Melanie; Kaya, Ezgi

doi:10.2139/ssrn.4129670

Cited by 3 publications

(8 citation statements)

References 12 publications

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“…66 Consistent with this, Jones and Kaya (2022) find that employers with a higher initial GPG have experienced greater narrowing post‐transparency.…”

mentioning

confidence: 80%

“…The benefits of transparency are likely to increase if the legislation is able to target firms that are affected disproportionately. While this is difficult to establish a priori , recent evidence suggests that consistent with the mechanisms underlying the motivation for transparency, firms with larger GPGs have experienced greater narrowing since implementation (Jones and Kaya 2022). 11 Our evidence thereby contributes to assessing this latter case.…”

Section: Firm Size and The Gpgmentioning

confidence: 99%

“…How to cite this article: Jones, M. and Kaya, E. (2023). The UK gender pay gap: Does firm size matter?.…”

Section: Supporting Informationmentioning

confidence: 99%

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The UK gender pay gap: Does firm size matter?

Jones

Kaya

2023

Economica

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Motivated by the introduction of the UK Gender Pay Gap Reporting legislation to large firms, defined as over 250 employees, we use linked employee–employer panel data from the Annual Survey of Hours and Earnings to explore pre‐legislation variation in the gender pay gap by firm size. In doing so, we contribute to the evidence on the relationship between two prominent empirical regularities in the labour economics literature, namely the gender pay gap and the firm‐size wage premium. We find that both the raw and adjusted gender pay gaps increase with firm size in the UK private sector, even after controlling for unobserved worker heterogeneity, consistent with the legislation being targeted effectively. However, this conclusion changes after accounting for unobserved firm‐level heterogeneity. Large firms have smaller within‐firm raw gender pay gaps and similar adjusted gender pay gaps when compared to smaller firms. Our findings are not specific to the current definition of large firms but hold more generally, including at alternative proposed size thresholds.

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“…66 Consistent with this, Jones and Kaya (2022) find that employers with a higher initial GPG have experienced greater narrowing post‐transparency.…”

mentioning

confidence: 80%

Section: Firm Size and The Gpgmentioning

confidence: 99%

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The UK gender pay gap: Does firm size matter?

Jones

Kaya

2023

Economica

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“…The validity of this approach hinges on the researchers’ ability to control for relevant cofounding variables in the regression analysis. A similar approach is applied in Jones and Kaya (2022) when studying changes in organizational structures that shape the GPG after the UK gender wage transparency reform. Ahrens and Scheele (2022) provide a policy analysis of the German transparency reform and has no firm level analysis.…”

Section: Methodsmentioning

confidence: 99%

“…The sample is restricted to firms with ±50 employees from the 250 threshold. Jones and Kaya (2022) assemble a dataset of more than 10,000 employers for their analysis of post reform changes in the GPG.…”

Section: Research Based Evidence On the Impact Of Transparency On The...mentioning

confidence: 99%

Gender wage transparency and the gender pay gap: A survey

Bennedsen

Larsen

Wei

2023

Journal of Economic Surveys

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We survey the literature on the effects of increased transparency of gender segregated wages on the pay gap between men and women in comparable jobs. Pay transparency is promoted by countries and supra‐national institutions and we categorize reforms according to their content and coverage. A growing number of papers have used variations of difference‐in‐difference estimation methods to analyze the impact of reforms on the gender pay gap (GPG), and from these we extract four main findings: First, reform‐based studies find that pay transparency reforms reduce the GPG in all countries but one, which finds no effect. Second, in Canada, Denmark and the UK, the reduction in the GPG from transparency reforms originate from a reduction in the growth rate of male income and less from an increase in women's pay. Third, there is fragmented evidence for the impact of transparency reforms on other labor outcomes and firm productivity. Fourth, the monetary implementation cost of transparency reforms is, in general, small both for individual firms and public administration. These finding are consistent with the notion that gender wage transparency reforms are an effective policy tool to reduce the GPG.

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A Behavioral Economics Insight to Economic Lives of the Poor in Turkey: A Cross-Section Analysis for 2006 and 2019

Ozdinc,

Özel

2024

Dicle Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi

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Bu makalenin amacı Türkiye'deki düşük gelir grubunda bulunan insanların ekonomik davranış kalıplarını araştırmaktır. Ekonomik açıdan dezavantajlı kişilerin Türkiye'de nasıl yaşadığını araştırmak amacıyla Türkiye İstatistik Kurumu (TÜİK) tarafından yürütülen Hanehalkı Bütçe Araştırması'ndan 2006 ve 2019 yılları için kesit analizi yapılacaktır. Hanehalkı Bütçe Anketi'nde yer alan üç farklı veri setinden elde edilen veriler sıralanarak demografik bilgiler, yoksulların paralarını nasıl kazandığı, yoksulların paralarını nasıl harcadıkları, ekonomik ve altyapısal ortamları açıklanacaktır. Yoksulluğun tüm dünyada olduğu gibi ülkemizde de çözülmemiş bir sorun olması nedeniyle Türkiye'de de yoksulların araştırılmasına duyulan ihtiyaç artmış bulunmakta ve bu ihtiyaç her geçen gün derinleşmektedir. Neo-klasik İktisat açık bir şekilde yoksulluk sorununa çözüm getiremediğinden bu konuya yeni bir perspektiften bakmak gerekli ve kaçınılmaz hale gelmiş bulunmaktadır. Dolayısıyla bu çalışmada yoksul insanların yaşamlarını açıklamak için Davranışsal İktisat perspektifi kullanılacak ve bazı politika önerilerinde bulunulacaktır.

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Organisational Gender Pay Gaps in the UK: What Happened Post-Transparency?

Cited by 3 publications

References 12 publications

The UK gender pay gap: Does firm size matter?

The UK gender pay gap: Does firm size matter?

Gender wage transparency and the gender pay gap: A survey

A Behavioral Economics Insight to Economic Lives of the Poor in Turkey: A Cross-Section Analysis for 2006 and 2019

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