The Early-Career Gender Wage Gap Among University Graduates in the Finnish Private Sector PDF Download
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Author: Sami Napari
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Languages : en
Pages : 0
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In the Finnish private sector, the gender wage gap increases significantly during the first 10 years after labour market entry, accounting for most of the lifetime increase in the gender wage differentials. This paper investigates the reasons for this gender difference in early-career wage development. By focusing on university graduates the paper considers several explanations based on the human capital theory, job mobility, and labour market segregation. The results suggest that only about 20-26 per cent of the average early-career gender wage gap is explained by gender differences in experience, the field of education, employer characteristics, and mobility. A substantial unexplained gap thus remains. Of the investigated factors gender differences in the field of education and work experience matter most.
Author: Sami Napari
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Languages : en
Pages : 0
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Book Description
In the Finnish private sector, the gender wage gap increases significantly during the first 10 years after labour market entry, accounting for most of the lifetime increase in the gender wage differentials. This paper investigates the reasons for this gender difference in early-career wage development. By focusing on university graduates the paper considers several explanations based on the human capital theory, job mobility, and labour market segregation. The results suggest that only about 20-26 per cent of the average early-career gender wage gap is explained by gender differences in experience, the field of education, employer characteristics, and mobility. A substantial unexplained gap thus remains. Of the investigated factors gender differences in the field of education and work experience matter most.
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ISBN: 9780753020357
Category : Pay equity
Languages : en
Pages :
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Book Description
In Finland the gender wage gap increases significantly during the first 10 years after labor market entry accounting most of the life-time increase in the gender wage gap. This paper focuses on the early career gender wage differences among university graduates and considers several explanations for the gender wage gap based on the human capital theory, job mobility and labor market segregation. Gender differences in the accumulation of experience and in the type of education explain about 16 percent of the average gender wage gap that emerges during the first 11 years after labor market entry among university graduates. Differences in employer characteristics between male and female graduates account about 10 percent for the average early career gender wage gap. In all gender differences in background characteristics explain about 27 percent of the average early career wage differences between male and female university graduates. The most important single factor contributing to the gender wage gap is the family type. Women seem to suffer considerable larger wage losses due to marriage and children than men.
Author: Rita Asplund
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Languages : en
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The paper compares the gender wage differentials of two occupation groups - innovation and non-innovation workers - separately for manufacturing and services using Finnish private-sector data. We apply a decomposition method based on unconditional quantile regression techniques to identify key factors underlying the gender wage gaps observed along the whole wage distribution, as well as changes in these wage gaps between 2002 and 2009. This more nuanced approach provides important new insights. We find conspicuous differences in average gender wage gaps, in gender wage-gap profiles across the wage distribution and also in the evolution of gender wage differentials over time between sectors and occupation groups. Our results imply that sector-specific factors are a more important driving force behind these differences in patterns and trends of gender wage gaps, although occupation-specific factors cannot be totally dismissed. Hence, comparisons of gender wage gaps, including their underlying sources, of innovation and non-innovation workers for too broadly defined segments of the labour market may result in misleading conclusions concerning the factual role of intangible capital. -- gender wage gap ; decomposition ; human capital ; intangible capital ; quantile regression ; wage formation ; services ; manufacturing
Author: Helen Russell
Publisher: ESRI
ISBN: 0707002400
Category : Pay equity
Languages : en
Pages : 95
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Examines the distribution of pay differentials and other rewards among recent male and female graduates.
Author: Antti Kauhanen
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Languages : en
Pages :
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We examine gender differences in careers using a large linked employer-employee dataset on Finnish white-collar manufacturing workers over the period of 1981-2006. Our focus is on labour market entrants whom we follow over time. We find that men start their careers from higher ranks of the hierarchy than women do, although gender differences in education explain much of this gap. Men are also more likely to be promoted than women, especially during the first years in the labour market, amplifying the gender differences in hierarchical positions already apparent at labour market entry. Men earn higher starting wages than women, while the results concerning gender differences in the returns to career progression are not clearcut, but depend on the type of career event and on the career phase. Overall, our results helps to understand the factors behind the large increase in the gender wage gap during the early career observed in the earlier literature. -- careers ; internal labour markets ; promotions ; mobility ; wage growth ; gender wage gap
Author: Astrid Kunze
Publisher:
ISBN:
Category : Pay equity
Languages : en
Pages : 42
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Author: Rita Asplund
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Category :
Languages : en
Pages :
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Both academia and policymakers express a strong belief in higher average education levels exerting a narrowing impact on wage inequality in general and gender wage gaps in particular. The present paper scrutinizes whether or not this effect extends to R & D- and export-intensive branches such as the technology industry. The answer seems to be a cautious 'no'. Indeed, while changes in standard human capital endowments can explain little, if anything, of the growth in real wages or the widening of wage dispersion among the Finnish technology industry's white-collar workers, a new job task evaluation scheme introduced in 2002 seems to have succeeded, at least in part, to make the wage-setting process more transparent by re-allocating especially the industry's female white-collar workers in a way that better reflects their skills, efforts and responsibilities. One crucial implication of this finding is that improving the standard human capital of women closer to that of men will not suffice to narrow the gender wage gap in the advanced parts of the economy and, hence, not also the overall gender wage gap. The reason is obvious: concomitant with rising average education levels, other skill aspects have received increasing attention in working life. Consequently, a conscious combination of formal and informal competencies as laid down in well-designed job task evaluation schemes may, in many instances, offer a more powerful path to tackling the gender wage gap. -- decomposition ; gender wage gap ; human capital ; job task evaluation ; technology industry ; wage formation
Author: Kyung Min Lim
Publisher:
ISBN:
Category :
Languages : en
Pages : 118
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The gender pay gap has been a persistent issue in American workplaces, and the STEM fields have been no exception (Carnevale, Smith & Melton, 2011). For example, in the Silicon Valley, the heart of high-tech industries, the median salary of workers with a bachelor's degree was approximately $90,000 for men and $56,000 for women (Silicon Valley Institute for Regional Studies, 2015). Such observations are likely to discourage many young women from pursuing careers in STEM. The majority of STEM workers are college graduates with degrees in STEM fields, as those credentials are typically required for individuals seeking STEM occupations (Graham & Smith, 2005). However, even students earning degrees in the same STEM field may face gender inequity in salary once they are on the job. Despite all that we know about the gender pay gap broadly speaking, few higher education researchers have empirically examined the gender wage inequality exclusive to STEM-trained college graduates. The purpose of this study was to examine the gender wage gap that is specific to STEM college graduates, a population in high demand in the American labor market. To do so, this study used data from the National Center for Education Statistics (NCES), specifically the Baccalaureate and Beyond Longitudinal Study for the 2008-2012 cohort (B&B:08/12). Using this nationally representative data, this study examined how individuals' background characteristics, education-related experiences, and occupation-related experiences significantly predicted salaries of men and women with STEM degrees. In addition, the study assessed the degree to which these predictors of salary explained why female STEM graduates earned less than their male counterparts. The results of this study showed that, in the early career stage, female STEM graduates earn less than their male counterparts, suggesting that women still face wage disadvantages (in comparison to men) even when they do select to study and receive a degree in the same STEM field. The study also found that some salary determinants such as the number of children and parents' income level impacted salaries of men and women in different ways. Lastly, the findings of this study showed that education-related experiences (i.e., college major, the extent to which college major and job were related, and the level of graduate degree earned) explained the majority of the gender wage gap among these STEM graduates, but a portion of the gender wage gap was still left unexplained. In light of these findings, this study considers implications for policy and practice related to the gender wage gap in STEM.
Author: Sami Napari
Publisher:
ISBN:
Category :
Languages : en
Pages : 40
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Author: Alison L. Booth
Publisher:
ISBN:
Category : Pay equity
Languages : en
Pages : 0
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In almost all European Union countries, the gender wage gap is increasing across the wages distribution. In this lecture I briefly survey some recent studies aiming to explain why apparently identical women and men receive such different returns and focus especially on those incorporating pyschological factors as an explanation of the gender gap. Research areas with high potential returns to further analysis are identified. Several examples from my own recent experimental work with Patrick Nolen are also presented. These try to distinguish between the role of nature and nurture in affecting behavioural differences between men and women that might lead to gender wage gaps.
