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Journal articles on the topic 'Wage gap'

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Published: 4 June 2021
Last updated: 11 March 2023

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1

Shannon, Michael. "Minimum wages and the gender wage gap." Applied Economics 28, no. 12 (December 1996): 1567–76. http://dx.doi.org/10.1080/000368496327543.

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2

Machová, Zuzana, and Lenka Filipová. "Gender Wage Gap." International Journal of Information Systems and Social Change 4, no. 1 (January 2013): 53–67. http://dx.doi.org/10.4018/jissc.2013010104.

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This paper was written as a part of a research project studying problem of wage determinant measuring and wage discrimination considering different wage requirements of men and women. The wage determinants and gender wage discrimination are analyzed using a probit model. The whole analysis is methodologically based on Mincer’s Wage Regression and Oaxaca-Blinder decomposition of gender wage gap. The wage variables include, aside from standard personal characteristics, dummies for institutional and firm characteristics and dummies for family status and family roles. The data were gained by a questionnaire survey carried out in Ostrava city. The results of the analysis, representative for the city, show statistically significant differences between wage determinants of men and women. The survey concluded in 2 statements: (1) family role is an important wage determinant and its inclusion to Mincer’s Wage Regression leads to better explanation of wages; and (2) including family characteristics in Oaxaca-Blinder decomposition can significantly reduce unexplained part of gender wage gap, i.e., a part of a wage difference usually ascribed to gender wage discrimination can be explained by different preferences of men and women on a labor market.
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3

Iocca, Elizabeth. "Gender Wage Gap." Journal of the American Dental Association 148, no. 9 (September 2017): 630. http://dx.doi.org/10.1016/j.adaj.2017.07.015.

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4

Hallward-Driemeier, Mary, Bob Rijkers, and Andrew Waxman. "Can Minimum Wages Close the Gender Wage Gap?" Review of Income and Wealth 63, no. 2 (November 18, 2015): 310–34. http://dx.doi.org/10.1111/roiw.12219.

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5

Antecol, Heather, and Kelly Bedard. "The Racial Wage Gap." Journal of Human Resources XXXIX, no. 2 (2004): 564–83. http://dx.doi.org/10.3368/jhr.xxxix.2.564.

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6

MADSEN, JAKOB B. "Wage Gap and Technology." Kyklos 47, no. 1 (February 1994): 95–108. http://dx.doi.org/10.1111/j.1467-6435.1994.tb02251.x.

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7

Robinson, Bill. "THE REAL WAGE GAP." Economic Outlook 10, no. 10 (July 1986): 1–4. http://dx.doi.org/10.1111/j.1468-0319.1986.tb00108.x.

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8

Ognjenovic, Kosovka. "Gender wage gap in Serbia: Inheritance and sources of the wage gap." Stanovnistvo 59, no. 2 (2021): 123–41. http://dx.doi.org/10.2298/stnv2102123o.

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The aim of this paper is to determine the size, structure, and significance of the differences in wages between men and women during the early transition in Serbia in the 2000s. During that period, a new legislative framework was established in the field of labour relations, which enabled greater liberalisation in the labour market and resulted in a reduction in the activity rate, especially of women. Following the experiences of other post-transition countries, it may be expected that economic and social changes caused by the transitional shocks may stimulate different behaviours in the labour market of both the employers, through their impact on determination of wages, and the labour force, through workers? choice to remain or to permanently exit the labour market. This could affect not only the deepening of gender differences, but also the emergence of discrimination in wage setting. The paper applies the parametric sample selection model, on the basis of which the probability of women?s participation in the labour market is estimated, as well as the wage functions of men and women. Data from the Living Standards Measurement Survey for 2002 and 2007 are used. Theoretically expected results are obtained; children and marital status with a negative sign, and sources of non-working income with a positive sign influence the probability of women?s participation in the labour force. The estimated equations of wages of men and women indicate differences in the structure of wages, which provides the basis for the application of the statistical procedure for the decomposition of the gender wage gap. Examination of the initial hypothesis revealed the presence of a significant gender wage gap, which was the largest in 2002 (10.96%), falling to 5.97% in 2007. The gender wage gap in Serbia cannot be explained by the differences in the observed characteristics of men and women, since they act in the direction of reducing the overall gap and their effect is stable, amounting to between -5.51% (2002) and -5.43% (2007). Therefore, the decline in the gender wage gap is the result of reducing the gap in the unexplained part from 17.43% (2002) to 12.06% (2007). Over the observed period, the unexplained part of the gender wage gap remains persistent and leaves room for consideration of the potential effects of discrimination and possible directions of public policy.
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9

Fields, Judith, and Edward N. Wolff. "Interindustry Wage Differentials and the Gender Wage Gap." Industrial and Labor Relations Review 49, no. 1 (October 1995): 105. http://dx.doi.org/10.2307/2524915.

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10

Fields, Judith, and Edward N. Wolff. "Interindustry Wage Differentials and the Gender Wage Gap." ILR Review 49, no. 1 (October 1995): 105–20. http://dx.doi.org/10.1177/001979399504900107.

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Using data from the March 1988 Current Population Survey, the authors find that the wages of female workers differ significantly by industry, even when the analysis controls for workers' productivity-related characteristics. Although these interindustry wage differentials are at least as large as men's and are highly correlated with them as well, there are statistically significant differences between the two. Of the overall gender wage gap (the average female worker earns about 65% as much as the average male worker), 12–22% can be explained by differences between the patterns of interindustry wage differentials of men and women and 15–19% by differences in the distribution of male and female workers across industries. Thus, the combined industry effects explain about one-third of the overall gender wage gap.
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11

Schaffer, David L., and Joseph M. Westenberg. "Time Flexibility, Women’s Wages, and the Gender Wage Gap." Atlantic Economic Journal 47, no. 2 (May 30, 2019): 217–39. http://dx.doi.org/10.1007/s11293-019-09622-9.

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12

Gharehgozli, Orkideh, and Vidya Atal. "Gender Wage Gap: Within and Across Borders." Studies in Business and Economics 16, no. 2 (August 1, 2021): 74–83. http://dx.doi.org/10.2478/sbe-2021-0025.

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Abstract This paper aims to explore gender wage differential at the wage distribution decile level. We define “real wage” with one of the most tangible adjustment measures, “Big Mac Index”. We study wages equivalent to the number of Big Mac burgers (per day) of men and women belonging to different wage distribution deciles for 21 countries and for the priod of 2000 to 2013. We find that, across countries, the higher the GDP per capita, the larger the gender wage gap. The “wealthy” European countries have the lowest female to male wage ratio. High female participation in part-time jobs may be a reason for that. Meanwhile, Latin American countries with the lowest GDP per capita in our study have the highest ratio of female to male wages. As expected, we also find that within a country, the higher the wage decile, the larger the gender wage inequality.
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13

Simamora, Leonardo Alexius, and Diah Widyawati. "Dampak Kenaikan Upah Minimum Terhadap Kesenjangan Upah Antar Gender: Kasus di Seluruh Provinsi di Indonesia." Jurnal Ekonomi Dan Statistik Indonesia 2, no. 2 (August 28, 2022): 147–61. http://dx.doi.org/10.11594/jesi.02.02.03.

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Wage gap disparities have become polemic in almost all countries in the world, especially in developing countries. Minimum wage is present as a policy on wage system that aims to be a safety net for workers. Although this policy is not a gender-oriented policy, if the number of women and the actual wage distance of women's minimum wage is lower than that of men, then the minimum wage may raise the wage gap. This study aims to examine the impact of minimum wage increases on wage gap across all provinces in Indonesia by using counterfactual methods on wage distribution. The results of this study indicate that the impact of minimum wages in Indonesia actually widen the wage gap between the gender especially on workers in the distribution of low wages. The impact of regional minium wages varies across provinces.
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14

Meriküll, Jaanika, and Pille Mõtsmees. "Do you get what you ask? The gender gap in desired and realised wages." International Journal of Manpower 38, no. 6 (September 4, 2017): 893–908. http://dx.doi.org/10.1108/ijm-11-2015-0197.

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Purpose The purpose of this paper is to study gender differences in wage bargaining by comparing the unexplained wage gap in desired, realised and reservation wages. Design/methodology/approach The notion of desired wages is applied, which shows workers’ first bet to potential employers during the job-search process. A large job-search data set is drawn from the main Estonian electronic job-search site CV Keskus. Findings It is found that the unexplained gender wage gap is around 20 per cent in desired wages and in realised wages, which supports the view that the gender income gap in expectations compares well with the realised income gap. The unexplained gender wage gap is larger in desired wages than in reservation wages for unemployed individuals, and this suggests that women ask for wages that are closer to their reservation wages men do. Occupational and sectoral mobility is unable to explain a significant additional part of the gender wage gap. Originality/value The paper adds to the scarce empirical evidence on the role of the non-experimental wage negotiation process in the gender wage gap. In addition, the authors seek to explain one of the largest unexplained gender wage gaps in Europe, the one in Estonia, by introducing a novel set of variables for occupational and sectoral mobility from a lengthy retrospective panel.
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15

Teck Hoon, Hian. "Intraindustry trade, high-wage jobs, and the wage gap." Economics Letters 65, no. 2 (November 1999): 213–20. http://dx.doi.org/10.1016/s0165-1765(99)00140-8.

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16

Andres, Frédéric. "Divergence, wage-gap and geography." Économie internationale 108, no. 4 (December 1, 2006): 83–112. http://dx.doi.org/10.3917/ecoi.108.0083.

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17

Olson, Kristi A. "Our Choices, Our Wage Gap?" Philosophical Topics 40, no. 1 (2012): 45–61. http://dx.doi.org/10.5840/philtopics20124014.

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18

Stevens, Katrien, and Stephen Whelan. "Negotiating the Gender Wage Gap." Industrial Relations: A Journal of Economy and Society 58, no. 2 (January 16, 2019): 141–88. http://dx.doi.org/10.1111/irel.12228.

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19

Le, Huong Thu, and Ha Trong Nguyen. "The Gender Wage Gap in the Vietnamese Transition, 1993–2008." Journal of Vietnamese Studies 13, no. 4 (2018): 71–111. http://dx.doi.org/10.1525/vs.2018.13.4.71.

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This essay examines wages and the gender wage gap between 1993 and 2008 in Vietnam. Our results reveal a slight increase in the mean of the gender wage gap from 2002 to 2008, which is mainly driven by a sharp increase in the gender wage gap for low-wage workers. Decomposition results suggest that the major part of the gender wage gap attributes to gender discrimination. While gender discrimination decreases for high-wage workers, it increases for low-wage workers. Over the period, wage growth is partly explained by changes in average characteristics but mainly due to increasing returns.
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20

Ledić, Marko, and Ivica Rubil. "Beyond Wage Gap, Towards Job Quality Gap: The Role of Inter-Group Differences in Wages, Non-Wage Job Dimensions, and Preferences." Social Indicators Research 155, no. 2 (January 24, 2021): 523–61. http://dx.doi.org/10.1007/s11205-021-02612-y.

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21

Gimpelson, V., and A. Lukyanova. "Are Public Servants Underpaid in Russia? Estimating the Public-Private Wage Gap." Voprosy Ekonomiki, no. 6 (June 20, 2006): 81–106. http://dx.doi.org/10.32609/0042-8736-2006-6-81-106.

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The paper starts with discussing institutional framework for public sector wage setting in Russia. Given that individual choice of the sector is endogenous to wages, the authors propose alternative econometric techniques for the public-private wage gap estimation. Applying switching regression and propensity score matching techniques that allow correcting for non-random sector selection, the paper provides wage gap estimates for various demographic, occupational, and territorial population subgroups. As is shown, there is significant cross-group variation in the wage gap. The paper concludes that to eliminate the negative gap wages in the public sector should be linked to the private sector wages at the regional level.
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22

Waite, Sean. "Postgraduate Wage Premiums and the Gender Wage Gap in Canada." Canadian Journal of Higher Education 47, no. 2 (August 27, 2017): 156–87. http://dx.doi.org/10.47678/cjhe.v47i2.187939.

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Since the 1990s, enrolment in postgraduate programs has increased significantly in Canada. In more recent years, this has led to concerns regarding overproduction and the labour market outcomes of those with postgraduate education. Women have played an important role in this growth, but questions remain as to whether women’s progress into the highest levels of education has helped ameliorate their wage disadvantage relative to men. Using the 2011 National Household Survey, this study finds large wage premiums for completing master’s and doctoral degrees for both men and women, especially in younger cohorts; however, there are important differences by field of study. The gender wage gap is smaller for women with master’s degrees than for those with bachelor or doctoral degrees. Occupational differences account for more of the gender wage gap than field of study, suggesting that after degree completion, university-educated women sort into occupations that are lower paid than their male counterparts’.
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23

Perez-Villadoniga, Maria J., and Ana Rodriguez-Alvarez. "Comparing the gender gap in gross and base wages." International Journal of Manpower 38, no. 5 (August 7, 2017): 646–60. http://dx.doi.org/10.1108/ijm-10-2015-0162.

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Purpose The purpose of this paper is to examine the gender wage gap not only in gross wages, but also focussing on a specific salary component, the base wage, which is determined by collective bargaining for each occupational category. Design/methodology/approach The authors estimate a wage frontier to analyze the difference between workers’ observed wages and their potential wage, given human capital endowments, as well as firm characteristics. Next, the authors examine the distance to the frontier as a function of workers’ gender, in order to test whether women fail to achieve potential wages to any great extent. To do so, the authors use data from the 2010 Spanish Structure of Earnings Survey. Findings While men nearly achieve their potential base wage, females are systematically and significantly below the wage frontier (93 per cent on average). In other words, even when the authors limit the analysis to the base wage, the authors still find a significant wage differential between men and women. A detailed analysis of this result points to the existence of occupational segregation in the labour market. Within each occupational category, females tend to be concentrated in the lower ranking jobs, which entail lower wages. This result is consistent with the existence of a sticky floors phenomenon. Originality/value The authors contribute to the literature on gender discrimination that focusses on specific wage components. As far as the authors know, to date this is the first analysis to focus on a component that responds more to the characteristics of the job rather than to those of the worker.
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24

Mbratana, Taoufiki, and Andrée Fotie Kenne. "Investigating gender wage gap in employment." International Journal of Social Economics 45, no. 5 (May 14, 2018): 848–66. http://dx.doi.org/10.1108/ijse-04-2017-0131.

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Purpose The purpose of this paper is to investigate the gender wage disparity in paid employment and self-employment. To achieve this objective, the Cameroon Household Consumption Survey of 2007 is used. The main question considered in this paper is why women paid employment and self-employment wages are relatively low. In a whole, what are the underlying factors that generate and explain wage gap between men and women householders in employment? Design/methodology/approach First, the paper uses the Oaxaca-Blinder Decomposition to explain wage gap. Thereafter, the Quantile Regression Decomposition using Machado and Mata approach is applied in order to see the gap at different levels of the wage distribution. Findings The main finding indicates that in both methods, the wage gap is due to an unexplained component in self-employment and explained component in paid employment, particularly with strong effects at the extreme of wage distribution. Research limitations/implications The topic of this paper helps to explain and analyse the functioning of the Cameroonian labour market. Practical implications The findings can be applied to narrow the gender wage gap by eliminating discrimination and approving the principle of equal opportunity, support policies that reduce obstacles preventing women from starting and developing their businesses to encourage more women to become entrepreneurs and achieve harmonisation between work and family life. Originality/value Using available data survey, this paper is the first to identify and decompose the causes of paid employment and self-employment gender wage gap in Cameroon.
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25

Butcher, Kristin F., and John Dinardo. "The Immigrant and Native-Born Wage Distributions: Evidence from United States Censuses." ILR Review 56, no. 1 (October 2002): 97–121. http://dx.doi.org/10.1177/001979390205600106.

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Recent studies document a large widening of the immigrant/native-born mean wage gap since about 1970, a trend that some observers ascribe to post-1965 changes in U.S. immigration policy. These studies are limited, however, by their exclusive focus on men, which ignores important gender differences in the wage gap, and by the inadequacy of the mean wage for characterizing the gap when, as in recent decades, the wage distribution dramatically changes. This study of recent immigrants examines changes across the entire wage distribution, for both genders. The authors find evidence, based partly on gender differences, that minimum wages strongly influenced the gap. A counterfactual analysis also indicates that if recent immigrants in 1970 had faced the 1990 wage structure, their wage distribution would have closely resembled that of recent immigrants in 1990. These and other results suggest that the increasing wage gap is linked to changes in the wage structure.
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26

McGregory, Richard Carey. "An Analysis of Black-White Wage Differences in Nursing: Wage Gap or Wage Premium?" Review of Black Political Economy 40, no. 1 (January 2013): 31–37. http://dx.doi.org/10.1007/s12114-011-9097-z.

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27

VOGT, MARA, EDMERY TAVARES BARBOSA, MARCIA ZANIEVICZ DA SILVA, and ARNO PAULO SCHMITZ. "The wage gap in accounting positions." Cadernos EBAPE.BR 18, no. 2 (June 2020): 336–52. http://dx.doi.org/10.1590/1679-395177220x.

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Abstract This research aimed to describe the wage differences among accounting occupations in Brazil. A descriptive, documental, and quantitative research was carried out with auditors, accountants, and accounting assistants (occupations defined by the Código Brasileiro de Ocupações - CBO). The study used regressions with binary variables analyzing data from 2009 to 2015. The results showed that low wages are significant among female black or mulatto workers; workers who completed high school and do not have a degree; with a disability; and in their first job or hired under a fixed-term contract. Also, the study observed that individuals who receive a higher wage are accountants, caucasian male, between 30 and 39 years old, holding a degree, and not disabled. The individuals with higher wages have work experience (they are at least in their second work contract), are employed in a company with up to four employees, and are residents of the Southeast region of Brazil.
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28

Main, Brian G. M., and Barry Reilly. "Women and the Union Wage Gap." Economic Journal 102, no. 410 (January 1992): 49. http://dx.doi.org/10.2307/2234851.

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29

Liu *, Amy Y. C. "Sectoral gender wage gap in Vietnam." Oxford Development Studies 32, no. 2 (June 2004): 225–39. http://dx.doi.org/10.1080/13600810410001699966.

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30

AKTAŞ, Arda, and Gokce UYSAL. "THE GENDER WAGE GAP IN TURKEY." M U Iktisadi ve Idari Bilimler Dergisi 38, no. 2 (December 21, 2016): 1. http://dx.doi.org/10.14780/muiibd.280227.

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31

Dobbelaere, Arthur G. "The Wage Gap And Comparable Worth." Journal of Applied Business Research (JABR) 1, no. 1 (November 2, 2011): 41. http://dx.doi.org/10.19030/jabr.v1i1.6593.

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32

Baum-Snow, N., and R. Pavan. "Understanding the City Size Wage Gap." Review of Economic Studies 79, no. 1 (August 19, 2011): 88–127. http://dx.doi.org/10.1093/restud/rdr022.

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33

Renzulli, Linda A., Linda Grant, and Sheetija Kathuria. "Race, Gender, and the Wage Gap." Gender & Society 20, no. 4 (August 2006): 491–510. http://dx.doi.org/10.1177/0891243206287130.

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34

Cheng, Shannon, Abigail Corrington, Mikki Hebl, Linnea Ng, and Ivy Watson. "Victim Precipitation and the Wage Gap." Industrial and Organizational Psychology 11, no. 1 (March 2018): 144–51. http://dx.doi.org/10.1017/iop.2017.100.

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Cortina, Rabelo, and Holland (2018) accurately cite the general public's overuse of victim precipitation ideologies, or the notion that victims engage in actions that directly bring about their unfortunate circumstances. These ideologies also have permeated industrial and organizational (I-O) psychology and the study of people in the workplace (e.g., women's choice in clothing leads to sexual harassment, certain target characteristics and actions incite workplace bullying). We agree with Cortina et al. that this ideology unintentionally benefits the perpetrator by placing blame and responsibility for nonoptimal workplace situations directly on the target. The field of I-O psychology needs to move away from this model of victim blaming as a remediation for workplace disparities.
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35

Palomino, Frédéric, and Eloïc-Anil Peyrache. "Psychological bias and gender wage gap." Journal of Economic Behavior & Organization 76, no. 3 (December 2010): 563–73. http://dx.doi.org/10.1016/j.jebo.2010.07.004.

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36

Nyhus, Ellen K., and Empar Pons. "Personality and the gender wage gap." Applied Economics 44, no. 1 (January 2012): 105–18. http://dx.doi.org/10.1080/00036846.2010.500272.

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37

Elgin, Ceyhun, and Tolga Umut Kuzubas. "Wage-Productivity Gap in OECD Economies." Economics: The Open-Access, Open-Assessment E-Journal 7, no. 2013-21 (2013): 1. http://dx.doi.org/10.5018/economics-ejournal.ja.2013-21.

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38

Oostendorp, Remco H. "Globalization and the Gender Wage Gap." World Bank Economic Review 23, no. 1 (January 1, 2009): 141–61. http://dx.doi.org/10.1093/wber/lhn022.

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39

Lo, Chu-Ping. "International outsourcing, wage gap, and welfare." Economic Modelling 43 (December 2014): 168–72. http://dx.doi.org/10.1016/j.econmod.2014.08.003.

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40

Edo, Anthony, and Farid Toubal. "Immigration and the gender wage gap." European Economic Review 92 (February 2017): 196–214. http://dx.doi.org/10.1016/j.euroecorev.2016.12.005.

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41

Pastore, Francesco, and Alina Verashchagina. "The Gender Wage Gap in Belarus." Transition Studies Review 12, no. 3 (December 2005): 497–511. http://dx.doi.org/10.1007/s11300-005-0072-x.

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42

Roshchin, Sergey, and Natalya Yemelina. "Gender wage gap decomposition methods: Comparative analysis." Applied Econometrics 62 (2021): 5–31. http://dx.doi.org/10.22394/1993-7601-2021-62-5-31.

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This study introduces a comparative analysis of the gender wage gap decomposition methods with the Russian Longitudinal Monitoring Survey (RLMS) data for 2018. To decompose the differences in average wages, approaches based on the Oaxaca–Blinder decomposition are used. Apart from the mean wages, the study focuses on other distribution statistics. Using the quantile regressions, the wage gap between men and women is decomposed for the distribution parameters such as median, lower and upper deciles. The decomposition estimates of conditional and unconditional (based on recentered influence functions) quantile regressions are compared.
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43

KÖMÜRYAKAN, Fulden, and Metehan YILGÖR. "Has the gender wage gap narrowed or widened in a decade? Some recent evidence from the Turkish labor market." Volume 1, Issue 1 1, no. 1 (July 26, 2021): 1–17. http://dx.doi.org/10.53753/jame.1.1.01.

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The principal objective of this study is to determine the variation in the gender wage gap in the last decade of the Turkish labor market and reveal possible factors that drive the wage disparities. Therefore, the data set covers the Household Budget Statistics surveys 2009 and 2018. In order to prevent biased results, the empirical strategy contains the two-stage model estimation and selectivity corrected decomposition approach. The findings claim a widening gender wage gap in a decade. The portion of the gender wage gap resulting from the labor market discrimination tends to increase whereas the wage gap based on the gender differences in characteristics decreases. Despite the decrease, if the female employees had the same characteristics as males, their mean wages would be higher. Moreover, the gender wage gap attributable to gender discrimination in the labor market continues to increase.
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44

Gordon, Jenny. "Wages in Managed Markets: An Explanation of the Gender Wage Gap?" Australian Economic Review 45, no. 2 (June 2012): 216–31. http://dx.doi.org/10.1111/j.1467-8462.2012.00683.x.

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45

Hogue, Mary, Janice D. Yoder, and Steven B. Singleton. "The Gender Wage Gap: An Explanation of Men’s Elevated Wage Entitlement." Sex Roles 56, no. 9-10 (May 23, 2007): 573–79. http://dx.doi.org/10.1007/s11199-007-9199-z.

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46

Ananat, Elizabeth, Fu Shihe, and Stephen L. Ross. "Race-specific urban wage premia and the black-white wage gap." Journal of Urban Economics 108 (November 2018): 141–53. http://dx.doi.org/10.1016/j.jue.2018.11.002.

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47

Schafer, A., and K. Gottschall. "From wage regulation to wage gap: how wage-setting institutions and structures shape the gender wage gap across three industries in 24 European countries and Germany." Cambridge Journal of Economics 39, no. 2 (February 21, 2015): 467–96. http://dx.doi.org/10.1093/cje/bev005.

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48

Tyler, Denise, Olga Khavjou, Melissa Hunter, Marie Squillace, Judith Dey, and Iara Oliveira. "EFFECT OF STATE WAGE POLICIES ON DIRECT CARE WORKER WAGES." Innovation in Aging 6, Supplement_1 (November 1, 2022): 249. http://dx.doi.org/10.1093/geroni/igac059.987.

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Abstract Direct care workers (DCWs) have low wages and some states have tried to improve their wages through policies such as Medicaid wage pass-throughs and wage floors specific to DCWs. The purpose of this study was to examine the wages of DCWs in comparison to those of other entry level workers and assess the effect of state wage policies on changes in DCW wages. We analyzed state-level hourly wages using Bureau of Labor Statistics (BLS) data for two categories of DCWs separately—(1) home health and personal care aides and (2) nursing assistants and compared these to wages for other entry-level workers. Results show that many states that implemented policies to improve the wages of DCWs reduced the gap between these workers’ wages and the wages of other entry-level workers, but the gap was still substantial in many states. Additional efforts will be needed to increase DCW wages.
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49

Matteazzi, Eleonora, Ariane Pailhé, and Anne Solaz. "Part-time employment, the gender wage gap and the role of wage-setting institutions: Evidence from 11 European countries." European Journal of Industrial Relations 24, no. 3 (November 6, 2017): 221–41. http://dx.doi.org/10.1177/0959680117738857.

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We examine how far the over-representation of women in part-time jobs can explain the gender gap in hourly earnings, and also investigate how far wage-setting institutions are correlated with the overall gender wage gap and the female part-time wage gap. Using European Union Statistics on Income and Living Conditions (EU-SILC) 2009 data for 11 European countries, we implement a double decomposition of the gender wage gap: between men and women employed full-time and between full-time and part-time working women. This shows that the wage penalty of women employed part-time occurs mainly through the segregation of part-time jobs, but the full-time gender pay gap remains mostly unexplained. At the macro level, the gender wage gap tends to be higher in countries where part-time employment is more widespread. Some wage-setting institutions seem to reduce the female full-time/part-time pay gap and the gender gap among full-time workers.
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50

Peoples, James, and Lisa Saunders. "Trucking Deregulation and the Black/White Wage Gap." ILR Review 47, no. 1 (October 1993): 23–35. http://dx.doi.org/10.1177/001979399304700102.

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The only previous study of the effect of product market deregulation on the black/white wage gap found that this gap in the trucking industry declined after trucking deregulation in 1978. That study did not, however, estimate the separate effects of deregulation on union and nonunion members or on black and white drivers. This study does so through an analysis of individual worker information from the March and May CPS files for the years 1973 through 1988. The authors find that deregulation is associated with significantly declining black/white wage gaps among both union and nonunion drivers. This wage pattern is attributable to significant reductions in the real wages of white drivers; the real wages of black drivers did not change with deregulation.
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