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In this paper, we analyse the impact of gender equality in managerial positions on wages and the gender wage gap in 22 European countries. We draw on the employer–employee microdata from the European Structure of Earnings Survey (E-SES) for the year 2018, which allows us to include firm fixed effects in our econometric specifications, thus controlling for both observed and unobserved heterogeneity at the firm level. The analysis is carried out not only at the mean but also across the wage distribution through unconditional quantile regressions. The results on the impact of gender equality in management on wages are mixed. However, we find that gender equality has a predominantly positive effect in the upper part of the wage distribution, and a negative effect in the middle and lower parts. The results on the impact on the gender wage gap show that in many cases, a more gender-equal management reduces the gender wage gap. Furthermore, gender equality in management reduces the gender wage gap mainly in the middle and lower part of the wage distribution. [ABSTRACT FROM AUTHOR]

The strategies for integrating people with disabilities into the labor market have evolved toward a social approach, in which the objective is the integration with stable and decent jobs. This article analyzes how persons with disabilities enter the ordinary labor market by studying the factors that strengthen stability in that process. In particular, it analyzes the incentives to hire workers by means of Social Security contribution deductions, a wage cost-reducing measure, and studies whether or not reduced contributions affects the hiring of people with disabilities in stable positions, thus promoting the possibility of decent and stable jobs. We focus on people with disabilities entering the job market for the first time during the period 2004 to 2011, using the Continuous Sample of Working Histories Database for Spain and using as a control group people without disabilities. The results obtained show that reduced social security contributions constitute an incentive that effectively encourages the entry of workers with a disability into the labor market by means of stable employment. [ABSTRACT FROM AUTHOR]

Cooperatives and worker-owned companies, as representatives of the Social Economy, prioritize people over capital. This prioritization is reflected in more equitable and inclusive workforces. Comparative analyses of these types of enterprises compared to commercial enterprises show smaller gender gaps, both in employment participation and in working conditions. The purpose of this paper is to determine the probability of access to positions of greater responsibility in these enterprises and to see whether women have a greater probability of access in these social economy enterprises than in commercial enterprises, concluding that they face fewer obstacles and that the glass ceiling is more fragile. Based on a decade-long analysis of labor trajectories and social security registration data, estimates indicate that female employees in cooperatives and worker-owned companies have a higher probability of reaching the highest contribution group than men. During the analyzed period, these companies have prioritized the integration of women into decision-making roles and have not faced a glass ceiling. This trend is particularly evident among workers aged over 30. [ABSTRACT FROM AUTHOR]