Unequal Pay: The Role of Gender

Alkadry, Mohamad G.; Tower, Leslie E.

doi:10.1111/j.1540-6210.2006.00656.x

Cited by 99 publications

(114 citation statements)

References 33 publications

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“…For example, Marini (1989) found that discrimination may be based on race or gender and be manifested in lower compensation, fewer possibilities to attain management or higher positions and fewer promotion opportunities. Similarly, Alkadry and Tower (2006) found that among women and men in similar positions in an organisation and in the same field of work, compensation differences occur for various reasons, including gender. Cocchiara, Bell, and Berry (2006) analysed the salary gap among Latina women and black women compared to white men and men of the same ethnic group.…”

Section: Perceptions Of Discrimination In Compensation and Distributimentioning

confidence: 94%

“…People tend to be treated and/ or compensated differently depending on the social group to which they belong The International Journal of Human Resource Management 2251 (Hang-yue et al 2003). Those belonging to lower status groups are more likely to be victims of prejudice, negative stereotypes and discrimination in organisations than those belonging to groups of a higher status or position (Alkadry & Tower, 2006). Various studies have analysed differences in income among minorities and working women.…”

Section: Perceptions Of Discrimination In Compensation and Distributimentioning

confidence: 99%

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Perceived compensation discrimination against physically disabled people in Andalusia

Villanueva-Flores

Cabrera

Ramón-Jerónimo

2014

The International Journal of Human Resource Management

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This study proposes and tests a model that explains the job dissatisfaction of the physically disabled as a result of their general perception that they are treated inequitably by their employer, and their specific perception that they have experienced discrimination in compensation. These three variables have not previously been studied in combination. Using the theoretical framework of organisational justice, we apply structural equation models to test our hypotheses in a sample of 220 employed people with physical disabilities in Andalusia. We show that the perception of discrimination in compensation follows the perception of inequity and mediates the relationship between that perception and job dissatisfaction.

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Section: Perceptions Of Discrimination In Compensation and Distributimentioning

confidence: 94%

Section: Perceptions Of Discrimination In Compensation and Distributimentioning

confidence: 99%

Perceived compensation discrimination against physically disabled people in Andalusia

Villanueva-Flores

Cabrera

Ramón-Jerónimo

2014

The International Journal of Human Resource Management

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“…The first type of studies uses archival data to observe numerical differences between groups of employees or to analyze claims of discrimination. An example of this is Llorens, Wenger, and Kellough (2008) who investigate the representation of women and racial minorities in the public sector in the U.S.. Related, Alkadry and Tower (Alkadry & Tower, 2006, 2011 look at gender wage differences as an indication of discrimination. Another example is Leasher and Miller (2012) who use discrimination claims filed in Ohio to explore difference between public and private sector workplaces.…”

Section: Employment Discriminationmentioning

confidence: 99%

Field Experimental Evidence on Sector Differences in Ethnic Discrimination: A Bayesian Approach

Villadsen

Wulff

2016

AMPROC

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Research has found considerable ethnic discrimination in employment decisions of private firms.Yet, little is known about sector differences in employment discrimination and whether public organizations are more or less likely to discriminate against prospective employees based on their ethnicity. Theoretical arguments offer opposing predictions and few empirical studies exists. We present evidence of private and public sector differences in ethnic discrimination in the recruitment process of Danish organizations. The data have been collected through a field experiment. Danish and non-Western immigrant names are randomly assigned to job applications with identical skills and sent to real job openings in four different occupational categories in both the private and public sector. A total of 888 job applications were sent out. To get more reasonable inferences, provide more intuitive interpretations of results and to mitigate problems with assumptions of repeated sampling, we take a Bayesian Modelling approach. Danish-sounding applications have a 35% higher call-back rate among private sector firms compared to Middle-Eastern sounding names. In the public sector this difference is considerably higher and applications with Danish names are 59% more likely to receive a call-back for an interview. While consistent across occupational categories, the discrimination effect is by far the largest in the school teacher category. In total, the evidence suggest ethnic discrimination in hiring decisions to be substantial and to be more pronounced in the public sector than in the private sector. Implications for research are discussed.2

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“…OFCCP 1 defines the salary discrimination as different treatment to individuals with similar skills and qualifications in job and responsible hierarchy. And gender salary discrimination refers to that female employees receive less salary than their male peers as a result of organization custom or enterprise policy, even if these female employees do the same job, have the same educational background and experience as their male peers (Alkadry, 2006).…”

Section: Salary Gender Discriminationmentioning

confidence: 99%

Manifestation of gender discrimination in the process of human resources development—A content analysis based on interview data

Yan

Zhang

2009

Front. Bus. Res. China

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This study focuses on the issue of gender discrimination manifested in the process of human resources development (HRD). A theoretical model is developed based on prior literature. Scenarios of gender discrimination in enterprises are obtained from in-depth interviews. Results of content analysis indicate that gender discrimination in HRD have four forms of manifestation, namely occupational gender segregation, employment gender discrimination, glass ceiling, and gender salary discrimination. Compared with top and middle-level managers, employees can perceive more employment-related gender discrimination and less glass ceiling. There is no significant difference between female and male in the above four manifestations. Compared with other types of enterprises, gender salary discrimination is more likely to happen in private enterprises, and occupational gender segregation and glass ceiling are more prevalent in foreign funded enterprises. It is also found that gender discrimination often occurs at the stage of job arrangement in the process of HRD.

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Unequal Pay: The Role of Gender

Abstract: Despite years of equal opportunity and affi rmative action eff orts, women remain concentrated in certain lower-level positions. In a study of the federal senior service, Mani (1997) noted that women occupied 85 percent of all clerical positions but only 13 percent

Cited by 99 publications

References 33 publications

Perceived compensation discrimination against physically disabled people in Andalusia

Perceived compensation discrimination against physically disabled people in Andalusia

Field Experimental Evidence on Sector Differences in Ethnic Discrimination: A Bayesian Approach

Manifestation of gender discrimination in the process of human resources development—A content analysis based on interview data

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