What is the Role of Firm-Specific Pay Policies on the Gender Earnings Gap in Canada?

Li, Jiang; Dostie, Benoît; Simard‐Duplain, Gaëlle

doi:10.2139/ssrn.3743131

Cited by 2 publications

(2 citation statements)

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“…In addition, in a decomposition of the total earnings variance over time (Figure4), they show that between-firm earnings variance is constant after 2000 in Canada. Based on the AKM regression,Li et al (2020) report that employer effects explain 11 percent of log earnings variance for both men and women in Canada.…”

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confidence: 99%

The Heterogeneous Impacts of Job Displacement: Evidence from Canadian Job Separation Records

Birinci,

Park,

See

2023

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We revisit the measurement of the sources and consequences of job displacement using Canadian job separation records. To circumvent administrative data limitations, conventional approaches address selection by identifying displacement effects through mass-layoff separations, which are interpreted as involuntary. We refine this procedure and find that only a quarter of mass-layoff separations are indeed layoffs. Isolating mass-layoff separations that reflect involuntary displacement, we find twice the earnings losses relative to existing estimates. We uncover heterogeneity in losses for separations with different reason and timing, ranging from 15 percent for quits after a mass layoff to 60 percent for layoffs before it.

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confidence: 99%

The Heterogeneous Impacts of Job Displacement: Evidence from Canadian Job Separation Records

Birinci,

Park,

See

2023

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“…Earning inequality spreads its tentacles on the existing gender wage gap through numerous practices, policies, and procedures. Several researchers point out that an organization's hiring and pay-setting policies can contribute to the gender wage gap (Li, Dostie, and Simard-Duplain 2020;Card, Cardoso, and Kline 2016). Putting numbers to the gender earning gap in Canada, Li et al state that "Firm-specific premiums explain nearly one-quarter of the 27% average earnings gap between female and male workers.…”

Section: Earnings Inequality Race Immigrant Status and The Gender Pay...mentioning

confidence: 99%

Negotiating Canada’s Labour Market: The Case of Nigerian Women in Ontario

Edem

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In this dissertation, I analyze the realities of Nigerian women economic migrants in the Ontario labour market. I use critical race theory and intersectionality lenses to examine the lived experiences of high-skilled Nigerian women in the labour market. I argue that despite legal measures for employment equity, labour market differentiation occurs for the study group. Systemic discrimination produces and maintains aggravated levels of inequality within the labour market. I trace the historical trajectory of legislative frameworks on employment equity in Canada and Ontario, highlighting key legislation. A nuanced understanding of the experiences of the interviewed Nigerian women and civil service organisations reveals that legal measures can construct unfavourable labour market experiences for some groups of people and that legal frameworks alone are incapable of stemming systemic discrimination. I demonstrate how the challenges faced by Nigerian women economic migrants in the Ontario labour market go beyond the legal to the sociolegal. My analysis calls into question the efficacy of current measures to alleviate systemic discrimination in the labour market. This dissertation suggests that a review of current antidiscrimination measures (including enforcement mechanisms) is essential to deal with the contemporary challenges of high-skilled Nigerian women in Ontario. A rethinking of employment equity (as is), vis-a-vis Sub-Saharan African women in Ontario, is due.women showing up and showing out despite the barriers faced. Also, I dedicate this to the younger me, who has not lost the sparkle in her eyes, the smile on her lips, or the ability to dream.Completing a Ph.D is a collective effort, so I will not fail to acknowledge people who have contributed to the realisation of this day. I thank my Ph.D examiners, Amrita Hari and Margaret Watson, committee members Christina Gabriel and Ania Zbyszewka, and of course, my caring supervisor Megan Gaucher for guidance, direction, and support throughout the process. I acknowledge the Nigerian women interviewed for this research project, the Toronto Region Immigrant Employment Council (TRIEC), and the Black Female Accountants Network (BFAN). Also, I acknowledge the unfailing love and support of my siblings and mum. I won the lottery with my family. I acknowledge the Chapel of Grace Ottawa for being a great support system. A doctoral programme is capital-intensive. I want to acknowledge all professors who gave me research assistant positions, Carleton University for the support, and Matthew Edevbie for believing enough in a former employee to contribute to my dream. The grant from the Centre for Research on Inclusion at Work (CRIW) is also acknowledged. Several professors have helped me along the way in various capacities. I want to acknowledge Christiane Wilke, Luciara Nardon, Blair Rutherford, and Doris Buss for shining a light on iii my path. I acknowledge the role that Teaching and Learning Services played in my success.Samantha Shortt and Helen Roumeliotis, working with y...

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What is the Role of Firm-Specific Pay Policies on the Gender Earnings Gap in Canada?

Cited by 2 publications

References 49 publications

The Heterogeneous Impacts of Job Displacement: Evidence from Canadian Job Separation Records

The Heterogeneous Impacts of Job Displacement: Evidence from Canadian Job Separation Records

Negotiating Canada’s Labour Market: The Case of Nigerian Women in Ontario

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