Unequal pay for equal work? Unpacking the gender gap in principal compensation

Grissom, Jason A.; Timmer, Jennifer D.; Nelson, Jennifer L.; Blissett, Richard

doi:10.1016/j.econedurev.2021.102114

Cited by 7 publications

(12 citation statements)

References 53 publications

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“…Despite the core principle of modern societies of "equal pay for work of equal value", gender pay gaps are persistent and well-documented worldwide, as women earn less than men who are working in the same positions (Amado et al, 2018;Grissom et al, 2021). Decomposition of the gender pay gap allows to explain differences in pay by groups of factors: for example, at the labour supply-side related to the human capital of employees, or at the demand-side of preferences of employers (Amado et al, 2018;Grissom et al, 2021). The decomposition allows a distinction between the unadjusted gender pay gap as a composite indicator and the adjusted gap, reflecting all of the employee's personal characteristics and labour market factors (Harman and Bart uskov a, 2023).…”

Section: Ijssp 445/6mentioning

confidence: 99%

“…The decomposition allows a distinction between the unadjusted gender pay gap as a composite indicator and the adjusted gap, reflecting all of the employee's personal characteristics and labour market factors (Harman and Bart uskov a, 2023). Despite incorporating all disparities in education, occupation, experience and performance, the considerable gender gap in wages exists, as women are "paid unequally for equal work" (Grissom et al, 2021;Lang and Groβ, 2020). Gender pay gaps exist in European countries; however, their values and their components vary greatly from country to country (Amado et al, 2018;Harman and Bart uskov a, 2023).…”

Section: Ijssp 445/6mentioning

confidence: 99%

“…Gender pay gaps exist in European countries; however, their values and their components vary greatly from country to country (Amado et al, 2018;Harman and Bart uskov a, 2023). The gender pay gap reflects not only the gender discrimination in wagesetting (Grissom et al, 2021;Schneider et al, 2021), including gendered labour market segregation (Bergmann et al, 2019) but also the male breadwinner model, that is based on the perception of men as providers of material needs (Bergmann et al, 2019;Lang and Groβ, 2020).…”

Section: Ijssp 445/6mentioning

confidence: 99%

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Female immigrant entrepreneurship – predicted by women’s empowerment in host country

Gaweł,

Toikko

2024

IJSSP

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PurposeThe social inclusion of immigrants has been a central public policy issue in European countries, and entrepreneurship is often promoted as a form of integration. Female immigrants face double discrimination of gender and ethnicity while becoming entrepreneurs. The aim of the paper is to investigate the female empowerment in the host country as a predictor of immigrant women engagement in entrepreneurship.Design/methodology/approachBased on panel data for European Union countries for years 2006–2021, female immigrant entrepreneurship was modelled by the impact of variables showing the empowerment of women in host countries. Data availability was the determinant regarding the inclusion of 22 countries: Austria, Belgium, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Luxembourg, Malta, Netherlands, Poland, Portugal, Slovenia, Spain and Sweden were all in the research sample.FindingsAlthough immigrant entrepreneurship is highly context-oriented and locale-specific (as in the physical setting for relationships among people), some universal patterns for a group of countries are found. A stronger political and managerial position of power for the women in host countries encourages female immigrant entrepreneurship, while the gender pay gap is statistically insignificant.Originality/valueThe originality of the paper is due to the multi-country level and female-focused research perspectives in immigrant entrepreneurship. The study refers to the intersectionality of gender and ethnicity, arguing that the empowerment of women in host countries affects female immigrant entrepreneurship at the macro-level.

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Section: Ijssp 445/6mentioning

confidence: 99%

Section: Ijssp 445/6mentioning

confidence: 99%

Section: Ijssp 445/6mentioning

confidence: 99%

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Female immigrant entrepreneurship – predicted by women’s empowerment in host country

Gaweł,

Toikko

2024

IJSSP

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“…5. A study of the gap between men and women in basic compensation in state and national data (Grissom et al, 2021). 6.…”

Section: Kontakt Intersearch Russia Research Formentioning

confidence: 99%

“…Problems of gender relations, including gender inequality and gender discrimination in the labour sphere, have been discussed in the scientific literature for quite a long time (Roshchin, 2003;Kalabikhina, 2008;Efimova, 2013;Grissom, Timmer, Nelson, & Blissett, 2021;Agénor, Ozdemir, & Pinto Moreira, 2021;Castagnetti, Rosti, & Töpfer, 2020;Redmond & McGuin-ness, 2020;Lysenko & Wang, 2020;Islam, Muzi, & Amin, 2019;Castaño, Fontanil, & García-Izquierdo, 2019;Castellano & Rocca, 2018;Sterling & Fernandez, 2018;Pettinicchio & Maroto, 2017;Hedija, 2015).…”

Section: Introductionmentioning

confidence: 99%

Gender and Career: Trends in Digital Society

BEREGOVSKAYA¹,

GRISHAEVA²,

SMBATYAN³

2022

wisdom

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Digitalization of society, including the labour market, noticeably changes women's and men's career expectations and career strategies. Gender philosophy, questions about gender identity, and gender inequality are questions, the answers to which are critical: “the changes in the social status of women and men in our time have fundamentally changed many familiar stereotypes” (Mikhailova, 2011). Kontakt InterSearch Russia conducted a series of studies for Forb’s magazine (Kontakt InterSearch Russia, 2021a, b, c; Forbs, 2021) that evaluated the career expectations of respondents; the qualities of managers that female and male managers lack; the presence and causes of gender discrimination; and “stop-factors” of career for men and women. It was found that female executives twice as often as male executives face gender discrimination; women more often than men consider their personal qualities as the reason for career success (men more often than women cite external aspects such as “mentor” and “good timing” among the reasons for career success). At the same time, experts noted that “the boundaries of “female” and “male” qualities are blurring” (Forbs, 2021). In our opinion, this is also due to the influence of digitalization, which is changing the content of many areas of activity.

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Female Executives and Gender Pay Gap: Empirical Evidence from A-share Listed Companies in Logistics Industry

2022

Advances in Artificial Systems for Logistics Engineering

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Unequal pay for equal work? Unpacking the gender gap in principal compensation

Cited by 7 publications

References 53 publications

Female immigrant entrepreneurship – predicted by women’s empowerment in host country

Female immigrant entrepreneurship – predicted by women’s empowerment in host country

Gender and Career: Trends in Digital Society

Female Executives and Gender Pay Gap: Empirical Evidence from A-share Listed Companies in Logistics Industry

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