Home About us Contact
|
Home About us Contact | ||
|
|
||
Pay Gap (pay + gap)
Kinds of Pay Gap Selected AbstractsGender Mainstreaming: The Answer to the Gender Pay Gap?GENDER, WORK & ORGANISATION, Issue 5 2009Joan Eveline This article examines the argument that gender mainstreaming offers the way forward for closing the gender pay gap. It juxtaposes research on the process of gender mainstreaming with our account of the processes involved in Australian state government Inquiries into the gender pay gap since the late 1990s. We indicate that the continuous process of analysis and response that gender mainstreaming can offer demands political will, intensive links between research and action, and adequate resources , which means that gender mainstreaming is seldom delivered in practice. We use our account of the Australian Inquiries to argue that, provided adequate political and financial resources are in place, the gender pay gap can be narrowed through the institutional mechanisms of an industrial relations system but that the regulatory approach is limited by its vulnerability to changes in industrial relations policy. The article concludes that, whatever strategy is used to narrow the gender pay gap, it must be able to show those who use and observe it that gender itself is a continuous, effortful and political process. [source] Changing Pay Systems, Occupational Concentration and the Gender Pay Gap: Evidence from Australia and the UKINDUSTRIAL RELATIONS JOURNAL, Issue 3 2001Damian Grimshaw While aggregate level pay equity comparisons between Australia and the UK confirm expectations based on their different wage distributions and regulatory systems, observation of trends and occupational level analysis reveal additional complexity. Our analysis suggests the need for a multi-faceted approach to closing the average gender pay gap. [source] Gender Mainstreaming: The Answer to the Gender Pay Gap?GENDER, WORK & ORGANISATION, Issue 5 2009Joan Eveline This article examines the argument that gender mainstreaming offers the way forward for closing the gender pay gap. It juxtaposes research on the process of gender mainstreaming with our account of the processes involved in Australian state government Inquiries into the gender pay gap since the late 1990s. We indicate that the continuous process of analysis and response that gender mainstreaming can offer demands political will, intensive links between research and action, and adequate resources , which means that gender mainstreaming is seldom delivered in practice. We use our account of the Australian Inquiries to argue that, provided adequate political and financial resources are in place, the gender pay gap can be narrowed through the institutional mechanisms of an industrial relations system but that the regulatory approach is limited by its vulnerability to changes in industrial relations policy. The article concludes that, whatever strategy is used to narrow the gender pay gap, it must be able to show those who use and observe it that gender itself is a continuous, effortful and political process. [source] Gender Earnings Differentials Among College AdministratorsINDUSTRIAL RELATIONS, Issue 4 2004James Monks This analysis examines gender pay gap among the top five salaried individuals at private higher education institutions. We find a 13.0 percent average pay disadvantage for women versus men. This pay gap can be decomposed into a 10.4 percent differential owing to differences in the types of institutions and occupations that women hold relative to men and a 2.6 percent unexplained earnings differential. [source] Comment on How to close the gender pay gap in Europe by Jill Rubery, Damian Grimshaw and Hugo FigueiredoINDUSTRIAL RELATIONS JOURNAL, Issue 3 2005John Forth No abstract is available for this article. [source] Changing Pay Systems, Occupational Concentration and the Gender Pay Gap: Evidence from Australia and the UKINDUSTRIAL RELATIONS JOURNAL, Issue 3 2001Damian Grimshaw While aggregate level pay equity comparisons between Australia and the UK confirm expectations based on their different wage distributions and regulatory systems, observation of trends and occupational level analysis reveal additional complexity. Our analysis suggests the need for a multi-faceted approach to closing the average gender pay gap. [source] Gender Wage Differentials and Occupational Segregation in Hong Kong, 1981,1996PACIFIC ECONOMIC REVIEW, Issue 3 2001Yun-Wing Sung This paper analyses gender wage differentials and the role of occupational segregation in Hong Kong. It is found that the female,male earnings ratio increased substantially from 0.710 in 1981 to 0.839 in 1996. A decomposition which takes into account occupational differences shows that the gender pay gap is mostly within occupations and most of the intra-occupation wage gap is unexplained. The gender pay differential due to occupational differences is small; in fact, the overall occupational segregation favours females in Hong Kong. [source] The Persistence of the Female Wage DisadvantageTHE AUSTRALIAN ECONOMIC REVIEW, Issue 1 2001Anh T. Le Studies of the Australian labour market during the 1980s reported that the gender wage differential narrowed. However, a different story emerged during the 1990s when the gender pay gap persisted. A large part of the pay gap is attributable to different ,treatments' of men and women in the labour market. This article examines whether the female wage-disadvantaged state is a temporary or permanent phenomenon. The results show that while there is some mobility in the female wage distribution, there also exists a high degree of stickiness. It is argued that the wage-disadvantaged state for females is generally not a temporary phenomenon. [source] Feature: The Price of Reconciliation: Part-Time Work, Families and Women's Satisfaction,THE ECONOMIC JOURNAL, Issue 526 2008Mary Gregory While the gender pay gap has been narrowing for women in full-time jobs the pay penalty for the 40% of women who work part-time has risen, reflecting the growing polarisation of part-time jobs in low-wage occupations. A further dimension is that women often experience downgrading from higher-skill full-time into lower-skill part-time occupations. As women reorganise their working lives around the presence of children their reported hours and job satisfaction are highest in part-time work, but life-satisfaction is scarcely affected by hours of work. This Feature explores these issues and their challenge for economic efficiency as well as gender equity. [source] ON THE POST-UNIFICATION DEVELOPMENT OF PUBLIC AND PRIVATE PAY IN GERMANY,THE MANCHESTER SCHOOL, Issue 4 2007AXEL HEITMUELLER German post-unification in the 1990s is a period marked by substantial economic and political change, a crucial part of which was a largely politically motivated attempt to build East German wages towards the much higher West German wages. We study the development of the public,private sector pay gap in Germany in the 1990s. We show that throughout the 1990s the overall pay gap between the public and private sectors remained stable in the West and increased considerably in the East. Wage decompositions show a small and stable negative public sector premium in the West, and a large and increasing positive public sector pay premium in the East. Decompositions also show a considerable deterioration in the skill base of the private sector in the East which the paper attributes in part to the improved attractiveness of the public sector. The paper argues that the development in the size and composition of the public,private sector pay gap in the East is an indication of the public sector crowding out the private sector and raises concerns about the future competitiveness of the East. [source] Affirmative Action in Women's Employment: Lessons from CanadaJOURNAL OF LAW AND SOCIETY, Issue 1 2006Nicole Busby The use of affirmative action to increase women's representation in employment is recognized under European Community law. The European Court of Justice has identified affirmative action permissible under EC law and what constitutes reverse discrimination, deemed incompatible with the equal treatment principle. Despite these developments, gendered occupational segregation , vertical and horizontal , persists in all member states as evidenced by enduring pay gaps. It is widely argued that we now need national measures which take advantage of the appropriate framework and requisite political will which exists at the European level. Faced with a similar challenge, the Canadian government passed the Employment Equity Act 1986 which places an obligation on federal employers to implement employment equity (affirmative action) by proactive means. Although subject to some criticism, there have been some improvements in women's representation since its introduction. This article assesses what lessons might be learned from Canada's experience. [source] Gender Earnings and Part-Time Pay in Australia, 1990,1998BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2003Alison Preston This paper studies the effects of enterprise bargaining on the pay position of women and other target equity groups. Contrary to a priori expectations the paper shows a convergence in full-time and part-time gross gender pay gaps following the adoption of decentralized wage bargaining. Convergence in the latter reflects compositional (human capital) effects: the entry of less qualified and less experienced males into part-time employment. Overall the results show a deterioration in the pay position of men employed full-time relative to women and part-timers (men and women) brought about by slower wage growth amongst men in full-time employment. [source] | ||||||||||||||||||||||