The intra-firm gender wage gap: a new view on wage differentials based on linked employer–employee data

Heinze, Anja; Wolf, Elke

doi:10.1007/s00148-008-0229-0

Cited by 93 publications

(73 citation statements)

References 40 publications

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“…This result has also been found by Gartner and Stefan (2004) as well as Heinze and Wolf (2010). To the best of our knowledge there is just one study that also uses individual data over time.…”

Section: Introductionsupporting

confidence: 83%

Works councils, wages and job satisfaction

Grund

Schmitt

2011

Applied Economics

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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. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. 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 SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.IZA Discussion Paper No. 5464 January 2011 ABSTRACTWorks Councils, Wages, and Job Satisfaction

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Section: Introductionsupporting

confidence: 83%

Works councils, wages and job satisfaction

Grund

Schmitt

2011

Applied Economics

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“…Bell (2005) found that firm size and the disproportionately small number of female CEOs and company chairwomen were responsible for between 50 and 60% of the gender pay gap. Heinze and Wolf (2010) also reported that the gender pay gap was wider in large German concerns, at the variable is denoted by "FIRMSIZE" and is calculated as the logarithm of the firm's total assets. It is expected to be positive, as the gender pay gap among directors will be greater the larger the firm.…”

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confidence: 99%

The gender gap in pay in company boards

Pucheta‐Martínez

Bel‐Oms

2014

Industrial and Corporate Change

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The aim of this study is to analyze whether a gender wage gap exists in the boards of directors (BD) of companies listed on the Madrid Stock Exchange from 2004 to 2011. 5We hypothesize that the percentage of female directors on a BD, the presence of female directors on the Nomination and Compensation Committee, the presence of wellqualified independent women directors on BD, the sector, and the geographical region, have an effect on the gender wage gap. The results show that the percentage of female directors on a BD and the geographical region have no effect on the gender 10 wage gap. On the other hand, the finding reports that women's presence on the Nomination and Compensation Committee increases the gender gap in pay, and it is reduced when there are independent female directors who have gained a degree on the BD, and when the company operates in the finance and real estate services sector. In addition, the results also demonstrate that the seniority of the female directors de-15 creases the gender gap in pay, while there is a rise when the companies are bigger and the size of the BD and the return on assets increase. These conclusions should encourage regulatory bodies to adopt forceful rules to mitigate the gender gap in pay.JEL classification: M12, M0.

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“…potential experience (linearly and squared), tenure (linearly and squared), a dummy for non-German nationality, a group of six education dummies, 10 and a group of nine occupation dummies. 11 Next, we include several plant characteristics found to matter for unexplained pay gaps in earlier studies using the LIAB data (cf., e.g., Achatz et al 2005;Heinze and Wolf 2010;Beblo et al 2011): the log of establishment size, 12 a dummy for works council existence, two dummies for the presence of a collective agreement either at the sector or the firm level, dummies for exporting activity, foreign ownership, plant location in a rural area, and new production technology, both the shares of women and qualified workers in the plant's workforce, and eight sector dummies. 13 Controlling for these individual and plant characteristics is meant to account for productivity differences, segregation effects, and institutional as well as organisational factors likely to influence the gender pay gap.…”

Section: Resultsmentioning

confidence: 99%

Firm leadership and the gender pay gap: do active owners discriminate more than hired managers?

Hirsch

Mueller

2013

J Labour Market Res

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Using a large linked employer-employee data set for Germany, we investigate differences in the unexplained gender pay gap between owner-run and manager-run firms. We hypothesise that owner-managers and hired managers differ in their discretion to engage in profit-reducing taste discrimination against women, which would translate into different pay gaps depending on leadership regime. We find that unexplained gaps are significantly higher in owner-run firms, both statistically and economically. Yet, scrutinising these results by restricting our analysis to firms that only differ in leadership regime, this substantial difference disappears. Therefore, our findings do not support that active owners are more discriminatory per se.Zusammenfassung Auf Grundlage eines großen kombinierten Arbeitgeber-Arbeitnehmer-Datensatzes für Deutschland untersuchen wir Unterschiede im unerklärten geschlechtsspezifischen Lohndifferential zwischen eigentü-mer-und managementgeführten Unternehmen. Wir stellen die Hypothese auf, dass sich aktiven Eigentümern und angestellten Managern unterschiedliche Spielräume zur Auslebung ihrer gewinnsenkenden diskriminatorischen Präferen-zen eröffnen und sich daher die Lohndifferentiale zwischen eigentümer-und managementgeführten Unternehmen unterscheiden sollten. Empirisch finden wir statistisch wie öko-nomisch signifikant höhere Lohndifferentiale in eigentümer-geführten Unternehmen. Die Beschränkung der Stichproben auf hinreichend ähnliche eigentümer-und managementgeführte Unternehmen lässt diese markanten Unterschiede in

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The intra-firm gender wage gap: a new view on wage differentials based on linked employer–employee data

Abstract: Gender wage gap, Linked employer–employee data, Labor relations, J16, J31,

Cited by 93 publications

References 40 publications

Works councils, wages and job satisfaction

Works councils, wages and job satisfaction

The gender gap in pay in company boards

Firm leadership and the gender pay gap: do active owners discriminate more than hired managers?

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