The Part‐Time Pay Penalty for Women in Britain

Abstract

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Minimum wage in a deflationary economy: The Japanese experience, 1994–2003

“…Table 4 reports how the minimum wage affected female employment by age group. 21 The estimated year effect is negative for all age groups, indicating a decline in labor-market attachment.…”

“…For example, about 45% of female workers in Britain work part-time (Manning and Petrongolo, 2008). Along with this trend, the full-time/part-time wage differential has been of interest in recent years.…”

“…Hiring is less costly than ring because employment regulations levy high ring costs on rms. 22 21 When the number of hours of work was used as a dependent variable instead of the employment rate, the estimated minimum-wage effects were generally statistically nonsigni cant for all demographic groups after controlling for prefectural xed effects. These results are not surprising, because decreasing the number of employees can reduce rms' labor costs more effectively than reducing the number of hours of work when xed costs arise in employment.…”

The Part-Time Wage Gap: a Career Perspective

“…Small part-time wage gaps appear to characterize most European countries represented in the European Community Household Panel and is related to pattern of occupational segregation (Manning and Petrongolo 2005). In the US, using CPS sample and controlling for unobserved individual characteristics by means of lagged working hours, it is found that most of the raw part-time wage gap is explained by observable worker and job characteristics, that wage changes upon changes in working hours are small except when the change in hours is accompanied by a change in industry or occupation (Hirsch 2005).…”

The Gender Wage Gap in Developed Countries

“…In Portugal, Card et al (2016) detail evidence for the importance of both channels. Their findings highlight the role of frictional labour markets and the rents that accrue at the firm level (Manning, 2011). A series of related studies investigate the importance of the role of the gender composition of the managers of the firm for wage determination and the gender wage gap.…”