The gender gap in early career in Mongolia

Pastore, Francesco

doi:10.1108/01437721011042269

Cited by 25 publications

(35 citation statements)

References 9 publications

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“…In a study of US MBAs, Bertrand et al (2010) attribute a growing gender wage gap that increased with age to career interruptions as well as differences in training and weekly hours of work. More recently, similar findings have been noted for several developing countries-see, for example, Pastore (2010) and Pastore et al (2016). This study provides recent evidence for the USA which confirms the existence of much narrower differences in gender wages for younger than older workers.…”

Section: Introductionsupporting

confidence: 88%

The gender pay gap in the USA: a matching study

2019

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This study examines the gender wage gap in the USA using two separate cross-sections from the Current Population Survey (CPS). The extensive literature on this subject includes wage decompositions that divide the gender wage gap into "explained" and "unexplained" components. One of the problems with this approach is the heterogeneity of the sample data. In order to address the difficulties of comparing like with like, this study uses a number of different matching techniques to obtain estimates of the gap. By controlling for a wide range of other influences, in effect, we estimate the direct effect of simply being female on wages. However, a number of other factors, such as parenthood, gender segregation, part-time working, and unionization, contribute to the gender wage gap. This means that it is not just the core "like for like" comparison between male and female wages that matters but also how gender wage differences interact with other influences. The literature has noted the existence of these interactions, but precise or systematic estimates of such effects remain scarce. The most innovative contribution of this study is to do that. Our findings imply that the idea of a single uniform gender pay gap is perhaps less useful than an understanding of how gender wages are shaped by multiple different forces.

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Section: Introductionsupporting

confidence: 88%

The gender pay gap in the USA: a matching study

2019

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“…Especially sizeable is the premium associated with being hired through job fairs and public job advertisements, probably because only the best jobs are advertised using these recruitment channels. This is different from the case of Mongolia (Pastore, 2010a), where it brings a wage penalty, but similar to Kosovo (Pastore, Sattar, Tiongson, 2013) and in other developing countries, when being hired through a network of family and friends is not associated with a wage penalty.…”

Section: Earnings Equationscontrasting

confidence: 71%

“…Such findings are echoed in a recent literature on developing countries. Pastore (2010a) finds that the gender wage gap, which is not statistically significant among young teenagers in Mongolia, becomes statistically relevant and sizeable among the adults and the prime-aged group. The paper uses a data set similar to the one used in this paper and is hence particularly interesting for comparative purposes, although cultural, economic and political differences between Mongolia and Azerbaijan are quite important, despite both having been in the Soviet (and more recently, Russian) sphere of influence.…”

Section: Survey Of the Literaturementioning

confidence: 92%

When Do Gender Wage Differences Emerge? A Study of Azerbaijan's Labor Market

Sattar¹,

Sinha

Tiongson³

2016

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E ABSTRACT When Do Gender Wage Differences Emerge? A Study of Azerbaijan's Labor MarketBuilding on recent analyses that find a sizeable, overall gender wage gap in Azerbaijan's workforce, this paper uses data on young workers in their early years in the labor market to understand how gender wage gaps evolve over time, if at all. Using a unique database from a survey of young people age 15-29 years old, we provide evidence that new labor market entrants begin with little or no gender differences in earnings, but a wage gap gradually emerges over time closer to the childbearing years. The gender wage gap grows from virtually zero, or even a small, positive gap in favor of women, until the age of 20 years to about 20% two years later and even more than 30% at the age of 29 years. The gap in labor supply rises from almost zero to about 20% during the years from 19 to 22, while the gap in hours worked falls from positive (up to 6 hours per week more than their male counterparts) to negative (up to -5 hours per week) over the same period in the life cycle. When decomposing the gap at different deciles of the wage distribution, it appears that most of it is at the lower and upper end of the distribution, among young adults and the prime-age workers. Selection of women into employment is strong and strongly skill-based: when controlling for sample selection bias, the gender gap becomes positive.JEL Classification: I21, J13, J15, J16, J24, J31, J7, P30

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“…These findings of the emergence of gender differences in early career are a topic that is attracting much interest in the developed (see, among others, Manning and Swaffield, 2008;Bertrand et al, 2010) as well as in the developing world (e.g. Pastore, 2010).…”

Section: Schooling and Workmentioning

confidence: 91%

Understanding school-to-work transitions

Zimmermann

2019

IJM

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Understanding school-to-work transitions The challenge There is increasing interest in understanding the role of specific institutional features of different school-to-work transition (SWT) regimes in affecting the youth labor market performance. This interest has soared during the recent economic and financial crisis and the ensuing recovery: they both affected youth labor markets in a different way according to the specific institutions regulating the SWT. Research shows that macroeconomic factors and the ups and downs of the business cycle are important determinants of the youth unemployment rate, which is, in fact, particularly sensitive to economic crises and recoveries. Nevertheless, the long-term performance of youth unemployment depends on structural factors like institutions. A SWT regime denotes the set of institutions and rules that govern and supervise the passage of young people from school to adulthood. They include not only the degree of regulation and flexibility of the labor market, but also of the educational and training systems and the provision of employment services (placement and training) to help young people finding a job more easily. The household is also part of the regime, by providing, for instance, financial support during the entire transition and especially during more frequent unemployment spells. The role assigned to each institution within a given SWT regime is different from one country to another, so that different regimes can be identified throughout the world, such as: the liberal/minimal regime, typical of Anglo-Saxon countries (e.g. Ireland, the UK, the USA, Australia); the employment centered, typical of Central-European countries (e.g. France, Germany, The Netherlands); the universalistic, typical of the Scandinavian tradition (e.g. Denmark, Finland, Sweden); and the sub-protective typical of the Latin Rim

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The gender gap in early career in Mongolia

Cited by 25 publications

References 9 publications

The gender pay gap in the USA: a matching study

The gender pay gap in the USA: a matching study

When Do Gender Wage Differences Emerge? A Study of Azerbaijan's Labor Market

Understanding school-to-work transitions

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