The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models

Lips, Hilary M.

doi:10.1007/s11199-012-0165-z

Cited by 159 publications

(134 citation statements)

References 91 publications

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“…There is no shortage of research demonstrating the prevalence of sexism in the U.S. workplace (e.g., Huffman et al 2010;Leslie et al 2008;Lips 2013) or the detrimental impact of sexism and harassment on the well-being and career outcomes of female targets both in the U.S. (e.g., Fitzgerald et al 1997) and cross-culturally (e.g., Glick et al 2000).…”

Section: Introductionmentioning

confidence: 99%

The Collateral Damage of Ambient Sexism: Observing Sexism Impacts Bystander Self-Esteem and Career Aspirations

2015

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Prior research demonstrates detrimental effects of sexism on female targets' well-being and career outcomes. Extending research on those targeted by sexism, the current study explored the collateral damage of ambient sexism on bystanders observing sexism directed at others. An experiment with 218 U.S. undergraduates at a large West-coast public university assessed how ambient sexism directed at a female job applicant impacted male and female bystanders' selfesteem and career aspirations. Results generally supported theoretical predictions regarding the moderating impact of bystander gender on the relationship between ambient sexism and bystander well-being. As hypothesized, ambient hostile sexism more negatively impacted female bystanders than male bystanders with regard to performance-based state selfesteem. Performance-based self-esteem in turn predicted career aspirations such that lower performance-based state selfesteem predicted lower career aspirations: gender moderated this mediated relationship such that the indirect effect was more negative for female bystanders than male bystanders. Gender also moderated the relationship between ambient benevolent sexism and appearance-based state self-esteem. Women observing benevolent sexism tended to report enhanced appearance-based esteem relative to women in the hostile sexism and control conditions, whereas men observing benevolent sexism reported significantly lower appearance esteem than men in the hostile sexism and control conditions. In sum, the current study suggests that women and men bystanders are impacted differently by ambient benevolent and hostile sexism.

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Section: Introductionmentioning

confidence: 99%

The Collateral Damage of Ambient Sexism: Observing Sexism Impacts Bystander Self-Esteem and Career Aspirations

2015

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“…As Madden (1985) and Lips (2012) have described, economic analysis of the gender pay gap usually relies on multiple regression analysis. In the regression analysis, the dependent variable is some measure of salary (often the natural log of salary), and the independent or explanatory variables include measures of human capital such as education and work experience along with other variables expected to affect salary.…”

Section: Background On Human Capital and Its Use To Explain Salary DImentioning

confidence: 99%

“…Economists often refer to the "unexplained" as "discrimination" (Blau and Kahn 2007;Stanley and Jarrell 1998). This practice of referring to the "explained" variance as perhaps "justified" or "rationalized" because of gender differences in the independent variables and to the "unexplained" variance as "discrimination" leads to some of the problems referred to by Lips (2012), as I discuss later.…”

Section: Background On Human Capital and Its Use To Explain Salary DImentioning

confidence: 99%

Human Capital Models and the Gender Pay Gap

Olson

2012

Sex Roles

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This paper provides a commentary on the article by Lips (2012), "The Gender Pay Gap: Challenging the Rationalizations, Perceived Equity, Discrimination, and the Limits of Human Capital Models." It provides some economic background for human capital models that try to explain gender pay gaps, and discusses the limitations of the models. It assesses some of Lips' criticisms of the model. In contrast to Lips, the author believes that human capital theorists are generally aware of the limitations of their models, and she believes that human capital models make a valuable contribution to the literature on the gender pay gap. The author also uses her own research to illustrate how human capital variables can be combined with variables from psychology and other fields to try to understand the salary differences between men and women in specific professions. The Appendix provides a list of some 2011 and 2012 studies that examine gender differences in pay in various countries and the types of data used.

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“…Because salaries for women have historically been lower than those for men in many fields this finding was not surprising. 15,16,17,18 The university responded by establishing funding to address salary inequities, prompting the need for further analysis to determine the success of the process for salary redress. The redress process and subsequent analysis did not include faculty collaboration or input, were not transparent to faculty, and the results were not generally shared with the faculty.…”

Section: Figure 1: Connectivity Series Satisfaction Survey Resultsmentioning

confidence: 99%

Career Navigation Initiatives for Women STEM Faculty in Support of Institutional Transformation

Dell¹,

Marchetti²,

Mason³

et al.

2017 ASEE Annual Conference &Amp; Exposition Proceedings

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In preparation for creating an institutional transformation strategy, researchers conducted a multi-year self-study (NSF ADVANCE 0811076) to identify career advancement and navigation barriers for current women faculty at a large private university and establish how well the university addresses issues important to the recruitment, retention, and advancement of women STEM faculty. Results of a faculty climate survey, objective human resources data review, and benchmarking led to the identification of barriers in the areas of career navigation, climate, and flexibility in work/life management balance which have been previously reported. [1][2][3][4] Opportunities for reducing barriers and launching new interventions were assembled into a comprehensive institutional transformation strategy funded in 2012 by NSF ADVANCE (1209115). The goal of this funded project, referred to as AdvanceRIT, increases the representation and advancement of women STEM faculty by creating new interventions, structures, and resources to support faculty career navigation while promoting supportive and aligned cultural change. An additional emphasis adapts interventions to address the needs of key sub-populations including women of color and deaf and hard-of-hearing women faculty. The AdvanceRIT project: 1) refines and strengthens targeted institutional structures; 2) improves the quality of women faculty's work life; 3) aligns institutional, administrative, and informal systems of power and resources to support and sustain progress towards the project goal; and 4) enhances the working environment and support career advancement for women faculty that supports career goals for all faculty.

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The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models

Cited by 159 publications

References 91 publications

The Collateral Damage of Ambient Sexism: Observing Sexism Impacts Bystander Self-Esteem and Career Aspirations

The Collateral Damage of Ambient Sexism: Observing Sexism Impacts Bystander Self-Esteem and Career Aspirations

Human Capital Models and the Gender Pay Gap

Career Navigation Initiatives for Women STEM Faculty in Support of Institutional Transformation

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