Pay Secrecy and the Gender Wage Gap in the United States

Kim, Marlene

doi:10.1111/irel.12109

Cited by 45 publications

(49 citation statements)

References 16 publications

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“…The gender wage gap is likely to persist and be legitimated if women do not claim the same wages as men (Avent-Holt & Tomaskovic-Devey, 2014; Johnson et al., 2006). One solution to the problem of the contented female worker could be wage transparency (also see Castilla, 2015; Kim, 2015). Women who compare themselves to other women might not be aware of a gender wage inequality in their occupation.…”

Section: Resultsmentioning

confidence: 99%

Social Structure and the Paradox of the Contented Female Worker: How Occupational Gender Segregation Biases Justice Perceptions of Wages

Valet

2018

Work and Occupations

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This article provides a structural explanation for the paradox of the contented female worker. Although they are generally aware that they earn less than men, women usually perceive their wages as more just. This article argues that men and women do not differ in how they perceive their wages, yet the gendered segregation of the labor market will constrain the availability of preferred same-gender referent standards in some occupations. Random- and fixed-effects analyses of longitudinal data of the German Socio-Economic Panel covering the years 2009 to 2015 ( N = 26,362) reveal that the paradox is only detectable in occupations with a considerable number of female referents. However, as soon as women move into a male-dominated occupation, the paradox vanishes. These results contradict the view that men and women generally differ in how they perceive their wages and indicate that gender differences in justice perceptions can be explained by the structural embeddedness of employees in certain occupations.

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Section: Resultsmentioning

confidence: 99%

Social Structure and the Paradox of the Contented Female Worker: How Occupational Gender Segregation Biases Justice Perceptions of Wages

Valet

2018

Work and Occupations

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“…Evaluators’ understanding that what they do will be observable to others is likely to put them on notice and increase efforts to make a good impression (Mero, Guidice, & Brownlee, 2007), mitigating against the use of expectations in making judgments. Furthermore, salaries themselves could be made visible to anyone in the organization—a practice that has been recommended as a way of reducing the gender wage gap (Kim, 2015).…”

Section: Strategiesmentioning

confidence: 99%

Combatting gender discrimination: A lack of fit framework

Heilman

Caleo

2018

Group Processes & Intergroup Relations

137

109

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The past 50 years have been marked by considerable progress for women in the workplace, reflected in increased labor force participation rates and a shrinking wage gap (U.S. Bureau of Labor Statistics, 2017). Yet, these advances can sometimes be deceptive in their implications. Although a holistic view of organizations might suggest that gender parity has been achieved, a segmented breakdown of professions, positions, and industries offers a far less favorable picture. Today, women remain underrepresented in many prestigious and high-status jobs. They comprise only 5.8% of S&P 500 CEOs (Catalyst, 2017) and, in the United States, represent less than 20% of technical roles in major tech companies (Mundy, 2017) and 11% of tenured professors in engineering (National Science Foundation, 2015). Changes in the wage gap, too, have stalled (U.S. Bureau of Labor Statistics, 2017). Although there are many possible contributors to the perpetuation of gender inequality in the workplace, research suggests that gender discrimination plays a significant role (Heilman, 2012). Organizations appear motivated to combat gender discrimination, with many publicly carrying out efforts to increase gender equality. Open about their lagging numbers, for example,

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“…There are multiple ways in which a lack of pay clarity has been found to be especially damaging for women. Pay secrecy is often associated with gender wage disparities (Colella et al., 2007; Kim, 2015). Lack of openness about pay is often connected with sexual harassment and verbal abuse, as all three are associated with undervaluing workers and exerting power over others (Lim & Cortina, 2005; O'Leary‐Kelly, Paetzold, & Griffin, 2000; Popovich & Warren, 2010).…”

Section: Pay Claritymentioning

confidence: 99%

Do Financial Literacy Training and Clarifying Pay Calculations Reduce Abuse at Work?

Toosi

Voegeli

Antolin

et al. 2020

Journal of Social Issues

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Understanding the link between effort and pay is important for workers. Yet, in many parts of the world, women lack critical financial literacy skills and have employers who do not clearly communicate compensation schemes. Using randomized controlled trials, we first examined the effects of a training program to improve financial literacy among female workers in apparel factories in India and Bangladesh (baseline N = 1,085). Training increased workers' financial planning through the use of a budget and utilization of banking systems, both of which

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Pay Secrecy and the Gender Wage Gap in the United States

Cited by 45 publications

References 16 publications

Social Structure and the Paradox of the Contented Female Worker: How Occupational Gender Segregation Biases Justice Perceptions of Wages

Social Structure and the Paradox of the Contented Female Worker: How Occupational Gender Segregation Biases Justice Perceptions of Wages

Combatting gender discrimination: A lack of fit framework

Do Financial Literacy Training and Clarifying Pay Calculations Reduce Abuse at Work?

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