The Expanding Gender Earnings Gap: Evidence from the LEHD-2000 Census

Goldin, Claudia; Kerr, Sari Pekkala; Olivetti, Claudia; Barth, Erling

doi:10.1257/aer.p20171065

Cited by 178 publications

(122 citation statements)

References 6 publications

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“…Therefore, there is some evidence that the extent to which men disproportionately work for high wage firms could increase with age. This would be consistent with recent findings from the United States (Goldin et al, 2017). Though we must caveat this result here, since the shortness of the sample period studied means we cannot robustly disentangle the birth cohort effects from the life-cycle.…”

Section: The Role Of Firms Within Industry Sectors Part-or Full-timesupporting

confidence: 94%

“…Early work found that US women were more likely to work for lower wage firms than men, and vice versa regarding higher wage firms (Blau, 1977;Groshen, 1991;Bayard et al, 2003). More recent studies have found that low wage growth within an establishment for women plays a bigger role in the US gender pay gap than how women are (not) sorted into higher wage firms (Goldin et al, 2017;Barth et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Who Works for Whom and the UK Gender Pay Gap?

2018

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This study reports novel facts about the UK gender pay gap. We use a large, longitudinal, representative and employer-employee linked dataset for the years 2002-16. Men's average log hourly wage was 22 points higher than women's in this period. We ask how much of this gap is accounted for by the differences in whom men and women worked for; how much is explained by the relative wage premiums that firms paid their employees, after adjusting for the influence of other factors, such as occupations and tenure? The answer is less than 1 percentage point, or about one eighteenth of the adjusted hourly gender pay gap. We also find that the allocation of men and women to occupations was as unimportant as how workers were allocated to firms. These results show that in the United Kingdom what happens within firms and occupations is far more important than what jobs men and women have. Therefore, attention should focus on why men and women within UK firms tend to receive different rates of pay.

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Section: The Role Of Firms Within Industry Sectors Part-or Full-timesupporting

confidence: 94%

Section: Introductionmentioning

confidence: 99%

Who Works for Whom and the UK Gender Pay Gap?

2018

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“…Likewise, gender differences in earnings within establishments appear to grow over the course of the career (Barth, Kerr, and Olivetti ; Goldin et al. ). Taken together, these findings signal the potential importance of gender differences in upward mobility via promotions to gender differences in career outcomes.…”

Section: Introductionmentioning

confidence: 99%

Moving Up or Falling Behind? Gender, Promotions, and Wages in Canada

Javdani

McGee

2019

Industrial Relations

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We estimate that Canadian women working full time are 1.8 percentage points less likely to be promoted, receive fewer promotions, and experience 2.8 percent less wage growth following promotions than similar men. Significant “family gaps” exist among women. Women without children are less likely to have been promoted than similar men but experience similar wage growth following promotions, while women with children are as likely to have been promoted but experience less wage growth following promotions. Weekly hours and overtime hours explain significant fractions of these gender gaps. Though not precisely estimated, gender gaps in promotions also exist among part‐time workers.

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“…Goldin et al (2017) motivate these findings with gender mobility differentials both between and within sectors and firms. Sectors differ in occupational rewards due to different wage setting regimes at industry level.…”

Section: The Eu Gender Earnings Gapmentioning

confidence: 75%

“…Goldin et al (2017) suggest that men have greater preferences or abilities than women to move to higher paying firms and positions and that this factor particularly increases with women's increasing family responsibilities. Also Barth et al (2017) with US-LEHD data highlight the importance of mobility differences between women and men between establishments for the increasing overall gap over the lifecycle, particularly for those who are married.…”

Section: The Eu Gender Earnings Gapmentioning

confidence: 99%

The EU Gender Earnings Gap: Job Segregation and Working Time as Driving Factors

Boll

Rossen

Wolf

2017

Jahrbücher Für Nationalökonomie Und Statistik

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This paper estimates size and impact factors of the gender pay gap in Europe. It adds to the literature in three aspects. First, we update existing figures on the gender pay gaps in the EU based on the Structure of Earnings Survey 2010 (SES). Second, we enrich the literature by undertaking comprehensive country comparisons of the gap components based on an Oaxaca-Blinder decomposition. Overall, we analyse 21 EU countries plus Norway, which clearly exceeds the scope of existing microdata studies. Third, we examine the sources of the unexplained gap. We find that about one third of the gap can be traced back to the role of the explanatory factors included in our analysis. Human capital related factors are of minor importance. Instead, the sectoral segregation of genders is identified as the most important barrier to gender pay equality in European countries. In addition, the fact that part-time positions are more frequent among women notably contributes to the gap. Furthermore, sector premiums are generally to men's advantage, this might point to a less advanta-geous within-sector positional sorting for women compared to men. We conclude that policies aiming at closing the gender pay gap should focus more on the sector level than on the aggregate economy.

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The Expanding Gender Earnings Gap: Evidence from the LEHD-2000 Census

Cited by 178 publications

References 6 publications

Who Works for Whom and the UK Gender Pay Gap?

Who Works for Whom and the UK Gender Pay Gap?

Moving Up or Falling Behind? Gender, Promotions, and Wages in Canada

The EU Gender Earnings Gap: Job Segregation and Working Time as Driving Factors

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