Search

This article examines the relationship between the minimum wage and the gender wage gap in the United States. It challenges the common belief that increasing the minimum wage will primarily benefit women's earnings. The article points out the lack of recent research on this topic and discusses the changing landscape of female college graduates in the US. It also reviews previous studies on the effects of the minimum wage on wage inequality and raises questions about their methodology and findings. The article concludes that more research is needed to fully understand the impact of the minimum wage on the gender wage gap. [Extracted from the article]

The evolution of labour market and disposable income inequalities over recent decades in high‐income countries has generated intense interest in academia and the wider public. The extent to which there have been common trends, or diverging experiences, across a broad range of different countries, remains relatively understudied. The papers in this two‐part special issue seek to provide the bases for consistent comparisons across 17 North American and European countries. In this Introduction we provide background for the cross‐country project, which has been conducted in parallel to the wider IFS Deaton Review of Inequalities. In addition, we provide brief summaries of key trends and findings in the four English‐speaking countries and four Nordic countries, as well as a companion paper on gender pay gaps across all 17 countries. [ABSTRACT FROM AUTHOR]

This study investigates the impact of a pay transparency intervention in reducing the gender pay gap in the UK university sector. Introduced in 2007, the initiative enabled public access to average annual earnings disaggregated by gender in UK universities. We use a detailed matched employee‐employer administrative dataset that follows individuals over time, allowing us to adopt a quasi‐experimental approach based on event studies around the intervention. We find that the earnings of female academics increased by around 0.62 percentage points compared to their male counterparts as the control group, whose earnings remained constant after the pay transparency intervention, reducing the gender pay gap by 4.37 per cent. Further evidence suggests that the main mechanism for the fall in the pay gap is driven by female employees negotiating higher wages, particularly among senior female academics. [ABSTRACT FROM AUTHOR]

This article examines the main drivers behind changes in mean earnings and earnings inequality in Indonesia between 2001/2002 (data for 2001 and 2002 are combined) and 2018. During this period, there was an increase in workers' education level, average age, job quality and mean earnings. More women participated in the labor market, but women earn lower wages than men, therefore mean earnings fell. For the overall period, a decline in educational returns at all levels of education contributed negatively to earnings. Narrowing wage premia across provinces contributed to the increase in mean earnings. Indonesia's Gini index rose during this period, driven by the education distribution effect and the spatial location (place of residence) premium effect. Although improvement in education levels increased mean earnings, this was inequality‐increasing due to the "paradox of progress" (exponential wage returns to education). There is a need for complementary policies to attenuate the inequality‐increasing education and spatial location effects as well as gender wage gap. [ABSTRACT FROM AUTHOR]

The gender wage gap and the gender work gap are sizable, persistent and well documented for many countries. The result of the gender wage and gender work gap combined is an income gap between men and women. A small literature has begun to examine how the tax-benefit system contributes to closing gender income gaps by redistributing between men and women. In this paper, we study the effect of tax-benefit policy on gender differences in income in the EU27 countries and the UK. We use microsimulation models linked to survey data to estimate gender gaps in market income (before taxes and transfers) and disposable income (after taxes and transfers) for each country. We then decompose the difference between the gender gap in market income and the gender gap in disposable income into the relative contribution of taxes and benefits in each country. We also isolate the relative contributions of the gender wage gap and the gender work gap to the overall gap in income between men and women in two of these countries. [ABSTRACT FROM AUTHOR]

Employees' perceived fairness of their pay is critical for their satisfaction, commitment and job engagement. Women comprise nearly 50 per cent of the modern workforce; therefore, their satisfaction with their pay is crucial for organizations. However, statistics show that the gender pay gap is still persistent all around the world, and has even widened post the Covid-19 pandemic. To move ahead, taking a few steps backwards sometimes becomes imperative. This paper is a stepping stone in that direction as it argues that the widening of the 'gender pay gap' is deeply rooted in the institutionalization of 'gendered notions' in organizations. To efficiently tackle gender-related power imbalance in organizations, it is important to understand how a 'gendered organization' came into being and its effects cascaded over the decades. Moreover, this area of research has numerous scholarly contributions that span more than a hundred years. This wide gamut of research not only intimidates new scholars but also makes it extremely difficult for them to extract relevant information. To bridge this gap, the main objective of this study is to present a crisp review on the evolution and institutionalization of 'Gendered Organizations' and discuss their impact on gender-related issues, particularly, the 'Gender Pay Gap'. Drawing on Institutional, Human Capital and Feminist Theories, this paper sheds light on the seminal work by gender scholars and illustrates how gender pay gap is a consequence of institutionalized gendered norms and occupational sex segregation. This review enhances the comprehensive contemplation of gender-related issues in organizations and encourages practitioners to devise concrete means to battle its social impact. [ABSTRACT FROM AUTHOR]

Betsey Stevenson of University of Michigan reviews "Career and Family: Women's Century-Long Journey toward Equity" by Claudia Golden. The Econlit abstract of this book begins: "Explores the reasons for the persisting gender earnings gap, focusing on women's role in the American economy and how it has transformed over the last century." [ABSTRACT FROM AUTHOR]

This article discusses the importance of gender diversity in the workplace and its impact on job retention, specifically among academic economists. The author introduces the concept of the gender Gini index, which measures the departure from perfect equality in terms of job tenure among male and female faculty members. The article presents regression results that show a direct relationship between the percentage of female faculty and the female gender Gini, indicating that senior female faculty are more likely to extend their job tenure as younger female faculty members join their ranks. The article suggests that supportive and inclusive environments that successfully recruit young women are also more likely to retain senior female faculty. [Extracted from the article]

Using data from the Canadian Employer-Employee Dynamics Database between 2001 and 2015, the authors examine the impact of firms' hiring and pay-setting policies on the gender earnings gap in Canada. Consistent with the existing literature and following Card, Cardoso, and Kline (2016), findings show that firm-specific premiums explain nearly one-quarter of the 26.8% average earnings gap between female and male workers. On average, firms' hiring practices, due to differences in the relative proportion of women hired at high-wage firms (known as sorting), and pay-setting policies, due to differences in pay by gender within similar firms, each explain approximately one-half of this firm effect. The compositional difference between the two channels varies substantially over a worker's life cycle, by parental and marital status, and across provinces. [ABSTRACT FROM AUTHOR]

The authors argue that paid providers of care services in the United States (in health, education, and social service industries) are less able than providers of business services to capture value-added or to extract rents because limited consumer sovereignty, incomplete information regarding quality, and large positive externalities reduce their relative market power. In addition, many care jobs enforce normative responsibility for others and require specific skills that limit cross-industry mobility. Analysis of Current Population Survey data for 2014 to 2019 reveals significant pay penalties in care services relative to business services, controlling for factors such as gender, education, occupation, and public or private employment. Women's concentration in care services explains a significant proportion of the gender wage gap and raises the possibility of significant potential benefits from industry-level bargaining strategies. [ABSTRACT FROM AUTHOR]

The authors use data from the Children of the National Longitudinal Survey of Youth (C-NLSY79) to examine gender differences in the associations between child behavioral problems and early adult earnings. They find large and significant earnings penalties for women who exhibited more headstrong behavior and for men who exhibited more dependent behavior as children. By contrast, the authors observe no penalties for men who were headstrong or for women who were dependent. Although other child behavioral problems are also associated with labor market earnings, their associations did not differ significantly by gender. The gender differences in headstrong and dependent behavior are not explained by education, marriage, depression, self-esteem, health, or adult personality traits. One potential explanation is that these gender differences are a consequence of deviations from gender norms and stereotypes in the workplace. [ABSTRACT FROM AUTHOR]

Mandated gender wage gap disclosure laws are an increasingly popular but relatively untested solution to gender-based compensation inequalities. Scholars and policymakers alike have argued that disclosure will lead to greater social accountability—either reputational harm for firms revealing large disparities or benefit for more-egalitarian organizations. Yet little research has directly tested this central assumption. We advance understanding of this issue by examining reactions from a key constituency affected by pay gaps: employees. We analyze the existence, magnitude, and persistence of changes in employees' public affective evaluations of their employers on the review site Glassdoor in the wake of pay gap disclosures prompted by new regulations in the United Kingdom. We find a short-lived improvement in employees' evaluations of organizations reporting pay parity, consistent with a reputational boost. At the same time, we find little evidence of a negative post-disclosure reaction from employees of firms reporting sizable gender-based disparities. We take an abductive approach to investigate these surprising findings, probing key assumptions and the viability of different plausible explanations for the results. We consider how our empirical findings can inform the development of novel theory in the areas of gender wage inequality, reputation, and transparency. [ABSTRACT FROM AUTHOR]

Over the past 60 years, we have witnessed a relocation of gender wage inequality. Whereas the largest wage gaps were once concentrated among lower-paid, lower-educated workers, today these wage gaps sit among the highest-paid, highly-educated workers. Given this reordering of gender wage inequality and the centrality of college graduates to total inequality trends, in this article, we assess the contribution of higher education mechanisms to top-end gender inequality. Specifically, we use Census and ACS data along with unique decomposition models to assess the extent to which two mechanisms rooted in higher education-bachelor's-level fields of study and the attainment of advanced degrees-can account for the gender wage gap across the wage distribution. Results from these decomposition models show that while these explanatory mechanisms fare well among bottom and middle wages, their explanatory power breaks down among the highest-paid college workers. We conclude that women's attainment of "different" education (via fields of study) or "more" education (via advanced degrees) would do little to close the gender wage gaps that are contributing most to contemporary wage inequality trends. We suggest some directions for future research, and we also take seriously the role of discriminatory pay-setting at the top of the wage distribution.

The journal announces that the article "The Hidden Cost of Prayer: Religiosity and the Gender Wage Gap” by Traci Sitzmann and Beth (E.M.) Campbell won the 2021 AMJ Best Paper Award and the article "Health Care’s Grand Challenge: Stimulating Basic Science on Diseases that Primarily Afflict the Poor" by Keyvan Vakili and Anita (A.M.) McGahan won the 2022 AMJ Research Impact Award.

The Dependency Structure of Bad Jobs: How Market Constraint Undermines Job Quality. I See i Cornell, Angela B. Trotter, Joe William, Jr. I See i Osterman, Paul. Myers, Samuel L., Jr. I See i Darity, William A., Jr. Narayan, Ayushi. Xu, Man. I See i Darity, William A., Jr. Yang, Jooyoung. Trotter, Joe William, Jr. I See i Osterman, Paul. [Extracted from the article]

Prior research suggests that gender differences in hours worked play an important role in the gender pay gap. Yet common estimates of the wage returns to hours worked are close to zero, implying that hours differences explain little of the gender wage gap, even though men work more hours than women on average. However, while the wage returns to hours worked within occupations are small, the authors document that the wage returns to average hours worked across occupations are large. They develop a conceptual framework that reconciles these facts. Findings show that, under some assumptions, gender differences in hours worked can account for a substantial portion of the gender wage gap and that increases in the returns to hours worked over the past four decades slowed progress in reducing the gender pay gap. [ABSTRACT FROM AUTHOR]

While it is assumed that trade unions may influence the gender wage gap, evidence is scarce on this issue. This study investigates the issue in China using national longitudinal survey data from 2010 to 2020. The results reveal that the union wage premium is greater for women than for men. Furthermore, the union wage premium is more beneficial for women in the public sector compared to the private sector. The gender disparity in endowment return effect among non-union members is the primary factor contributing to the formation of the gender wage gap in both public and private sectors, with the effect being more pronounced in the public sector. Additionally, the gender disparity in unionism reduces the gender wage gap in the public sector while widening the wage gap in the private sector.

The southern part of Sumatra Island consists of the provinces of South Sumatra, Lampung, Jambi, Bengkulu, and Bangka Belitung. Generally, the growth of fisheries' main actor groups is based on physical matters or oriented toward homogeneity or physical similarities owned by each member, such as age, gender, ethnicity, color, religion, business, and other physical characteristics. From a gender perspective, these groups have a gap between men and women. Among them are women's representation in aquaculture and fishing groups. In addition, the male model in the processing/marketing group is also low. This role of women is caused by social and cultural constructions, role discrimination, stereotypes, marginalization of women in society, and women's dual roles in public and domestic aspects of daily life. The socio-cultural building in question is that women are unlikely to go out in the sea to catch fish. In certain ethnicities, women's access to productive assets and sources of capital is limited, and women's ability to improve knowledge and technology still needs to be improved. This paper aims to introduce the gender gaps in fisheries groups located in five provinces in Southern Sumatra in Indonesia. This study uses the gender analysis perspective approach. The roles of women and men in different fishery activities were described based on the gender analysis framework which is composed of an activity profile, access and control profile, and factors and trends. As a result, men dominate productive roles, while women dominate reproductive and household activities. Gender issues, interpreted as socially constructed differences between men and women, can affect key factors in sustainable livelihoods. Both men and women reported that their participation in socio-cultural activities is strongly linked to biology, with men taking on heavier labor associated with masculinity and women undertaking lighter activities. Understanding and including women's practical and strategic needs is critical to improving the effectiveness of development and the spread of its benefits. [ABSTRACT FROM AUTHOR]

Workplace tournaments are one likely contributor to gender differences in labor market outcomes. We investigate a competitive workplace environment that may produce more gender-neutral outcomes: tournaments with safeguards. In our experiment, participants take part in a tournament with a real-effort task and choose whether they want to have a complementary safeguard that guarantees a higher wage for the low ranked. As expected, we find that women are more likely than men to choose such a safeguard. However, obtaining a safeguard comes at a cost. On average, the safeguard causes lower performance, reduces women's relative performance, and creates a gender wage gap. Thus, we provide novel evidence that easing women into tournaments can backfire. [ABSTRACT FROM AUTHOR]

This study examines the relationship between occupational feminization and wages in Thailand using the Thailand Labor Force Survey data (LFS) (2008-2017). Employing the Augmented Inverse Probability Weighting (AIPW) and the Inverse Probability Weighted Regression Adjustment (IPWRA) double robust matching techniques, this study investigates the effects of occupational feminization and the interaction effect of occupational feminization and gender on wages. The findings indicate that occupational feminization decreased wages in Thailand, and the negative effect weakened over time. While the gender wage gap persisted in feminized occupations over the years, there was a reduction in the gender wage gap in non-feminized occupations. The wage gap between females in feminized occupations and males in non-feminized occupations decreased over time, even though it remained larger than the overall gender wage gap. Male workers continued to take advantage and ride the "glass escalator" in both feminized and non-feminized occupations. [ABSTRACT FROM AUTHOR]

Prior studies show that women are more willing to accept lower wages for shorter commutes than men. We show that gender differences in commuting preferences lead to a gender wage gap only if there is a wage penalty for shortening commutes, determined by the geography of jobs. We demonstrate this by showing that the commuting and wage gaps are considerably smaller among workers living near city centers, especially for occupations with a high geographic concentration of high-wage jobs. We highlight the geography of jobs as a key force that amplifies the impact of commuting preferences on the gender wage gap. [ABSTRACT FROM AUTHOR]

By exploiting the opening of the Öresund Bridge between Denmark and Sweden, we examine the impact of access to larger labor markets on wages and employment. We show that the bridge generated a substantial increase in the cross-country commuting behavior of Swedes and a 13.5% increase in the average wage of workers in the region. We further show that the wage gains are unevenly distributed: the effect is largest for high-educated men and smallest for low-educated women. Thus, the wage gains come at the cost of increased income inequality and a widening of the gender wage gap, both within and across households. [ABSTRACT FROM AUTHOR]

In this interview article, we embark on a fascinating journey through time alongside the winners of the 2023 DRUID Best Paper Award. DRUID, an annual research conference renowned as the hub of cutting-edge research on innovation and the dynamics of structural, institutional, and geographic change, bestows this award on the most innovative and exceptional conference submission. As longstanding allies of DRUID, Industry and Innovation offers an exclusive peek behind the curtains, unveiling the untold stories that underlie award-winning research. In 2023, this coveted DRUID prize was awarded to a paper by Ljubica Nedelkoska, Shreyas Gadgin Matha, James McNerney, Andre Assumpcao, Dario Diodato, and Frank Neffke. Their work stands out through an impressive data collection effort and the exploration of a compelling and urgent research question – how technological change has impacted the gender pay gap. Throughout this interview, the author team takes us down memory lane, retelling the story behind their research project. On this journey through time, we trace the genesis of the authors' innovative ideas and the intricate pathways they navigated in their quest to understand the past as a means of unravelling the future of work and its implications for gender inequality in the labour market. This journey not only takes us back in time but also points to potential avenues for future research and open questions that lie ahead. [ABSTRACT FROM AUTHOR]

This study delves into the multifaceted issue of inequality in Turkey, analyzing overall and regional disparities as well as wage and gender inequalities in the labor market. Through the lens of the Big Mac Index, we investigate purchasing power and discover a decrease in regional inequality between 2002 and 2020. However, our research findings indicate a widening income gap between capital owners or the working rich and workers, particularly evident after 2015. Moreover, the wage gap between male and female white-collar workers has widened since the 2018 currency crisis, while the gap between male and female blue-collar workers has shown improvement. [ABSTRACT FROM AUTHOR]

Copyright of Revista Iberoamericana de Educación (Version impresa) is the property of Organizacion de Estados Iberoamericanos (OEI) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction and objectives: Before the COVID-19 pandemic, Serbia belonged to the group of post-transition countries that were determined to reduce gender inequalities in the labour market through an improved institutional framework and measures to promote women's employment. However, the gender wage gap remains significant. This paper uses data from the Survey on Income and Living Conditions to examine the gender wage gap in Serbia. Methods: The estimates of the stochastic frontier model were obtained using the maximum likelihood estimation method. Results: The results indicate a statistically significant gender wage gap, showing that women on average have a log hourly wage 0.109 and 0.098 lower than men in 2019 and 2020, respectively. The labour market shows similar efficiency of employees. Conclusion: It is predicted that women are paid less than men, even after controlling for the observed factors. Comparing this with the results of previous studies, it can be concluded that the COVID-19 pandemic has contributed to a slight worsening of gender inequalities in the Serbian labour market. Implications and research limitation: Women's financial vulnerability can be exacerbated by leaving the workforce, taking up part-time employment or working in a job with lower benefits. The latter position of women in the labour market or their recognition as potential beneficiaries by pension and social security systems are two ways in which this has practical implications for the public policy. Similar research using data from the post-COVID-19 period would be of great value in assessing changes in women's position in the labour market. [ABSTRACT FROM AUTHOR]

Purpose: The social inclusion of immigrants has been a central public policy issue in European countries, and entrepreneurship is often promoted as a form of integration. Female immigrants face double discrimination of gender and ethnicity while becoming entrepreneurs. The aim of the paper is to investigate the female empowerment in the host country as a predictor of immigrant women engagement in entrepreneurship. Design/methodology/approach: Based on panel data for European Union countries for years 2006–2021, female immigrant entrepreneurship was modelled by the impact of variables showing the empowerment of women in host countries. Data availability was the determinant regarding the inclusion of 22 countries: Austria, Belgium, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Latvia, Luxembourg, Malta, Netherlands, Poland, Portugal, Slovenia, Spain and Sweden were all in the research sample. Findings: Although immigrant entrepreneurship is highly context-oriented and locale-specific (as in the physical setting for relationships among people), some universal patterns for a group of countries are found. A stronger political and managerial position of power for the women in host countries encourages female immigrant entrepreneurship, while the gender pay gap is statistically insignificant. Originality/value: The originality of the paper is due to the multi-country level and female-focused research perspectives in immigrant entrepreneurship. The study refers to the intersectionality of gender and ethnicity, arguing that the empowerment of women in host countries affects female immigrant entrepreneurship at the macro-level. [ABSTRACT FROM AUTHOR]

We analyzed gender pay gap in academia using detailed performance data of all faculty members at the Beedie School of Business, Simon Fraser University, during 2012–2022. Although we initially observed a small average pay gap in favor of male academics, we found that female academics received higher remuneration compared to their male counterparts, once we controlled for research and teaching productivity, prior education and work experience, ethnicity, and various academic appointments. Our results provide an insight into possible sources of gender bias and highlight the need to control for teaching and research performance when investigating gender pay gaps. [ABSTRACT FROM AUTHOR]

This paper analyzes one of the causes of the current gender-unbalanced situation in the labor market: the discrimination that individuals face at work due to their commitment to unpaid care work. It aims at finding mechanisms that may induce a change from the current unbalanced situation to a world in which males and females are found in more equal shares in all professions and at all levels. I construct a formal model that includes the heterogeneity of individuals regarding their family commitments and I investigate how it affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income and for not being able to contribute as much to their family commitments. I compare the results for the female and male sections of the society and I illustrate the observed gender gaps in terms of labor market participation, income levels, and the overall utility obtained. I find that even though the gender wage gap may be alleviated with reductions in the cost associated to unpaid care work, the gender utility gap will persist. [ABSTRACT FROM AUTHOR]

This article examines the effects of the Tax Cuts and Jobs Act (TCJA) on worker earnings in the United States. The study finds that the TCJA led to higher earnings for workers in the top 10 percent of the within-firm earnings distribution and for firm executives. The research also explores how the incidence of the corporate tax cuts varies based on individuals' characteristics such as gender, age, and employment tenure. The analysis uses a panel of employer-employee matched annual federal tax records and compares wage earnings of workers in C and S corporations before and after the TCJA. The study finds that the TCJA did not have a significant impact on the gender earnings gap, but it did lead to a modest increase in within-firm earnings inequality by age and tenure. The results suggest that the earnings gaps widened particularly among highly paid workers. The article discusses potential economic and social factors that may contribute to these heterogeneous effects. [Extracted from the article]

The article "Thinking about Parents: Gender and Field of Study" by Michela Carlana and Lucia Corno discusses the impact of parental recommendations on students' choice of field of study, particularly in relation to gender segregation. The authors conducted an experiment with 2,000 children in Italy and found that children perceive gender-stereotypical recommendations from their parents, with girls feeling less supported in math and boys feeling less supported in literature. The study also revealed that thinking about mothers' recommendations decreases the likelihood of girls choosing math compared to literature, while thinking about fathers' recommendations negatively influences girls' choice of math and positively influences boys' choice, although not significantly. The results emphasize the role parents play in shaping children's choices and perpetuating gender stereotypes in education. The study suggests that raising awareness among parents about the impact of gender stereotypes may help reduce gender disparities in field choice. [Extracted from the article]

This article examines the gender wage gap among college graduates in Sweden, with a focus on college major choices and precollege skills. The authors analyze Swedish register data and find that men and women tend to choose different majors, and majors with a higher proportion of women have lower average wages. College major choices account for a significant portion of the gender wage gap, but skill differences have little impact on within-major wage gaps. The study also reveals that women born between 1972 and 1977 experience an average wage gap of 18% compared to men of the same age. While educational sorting explains a significant portion of the gender wage gap, substantial gaps still persist. The analysis suggests that differences in skill prices and coefficients on covariates have minimal effect on the within-major gender gap, with most of the gap being attributed to differences in starting wages. [Extracted from the article]

This article examines the gender pay gap in the United States, specifically focusing on whether the gap is largest at the top of the pay scale. The authors analyze data from the American Community Survey and find that while the pay gap is significant at the top, it is also significant at the bottom of the distribution. They also observe that the pay gap has decreased since 2006, with larger declines among those with bachelor's and advanced degrees. The study emphasizes the importance of considering education level and work hours when understanding the gender pay gap. Additionally, the article "Hours Constraints, Occupational Choice, and Gender: Evidence from Medical Residents" by Melanie Wasserman explores the relationship between working hours, career choices, and gender among medical residents. The study finds that female residents are more likely to choose specialties with fewer working hours compared to male residents, suggesting that working hour constraints may influence gender differences in occupational choices. This research provides valuable insights into the factors that shape career decisions in the medical field and highlights the need to address gender disparities in the workplace. [Extracted from the article]

Purpose: The purpose of this study was to examine the boundary conditions of Kanter's (1977) tokenism theory as applied to the gender wage gap. The authors aimed to discover if there was a point where the relationship between the percentage of women in a job category and the gender wage gap changed, and, if so, where the threshold was located and what was the nature of the shift in relationship. Design/methodology/approach: The authors used the Andrews' (1993) threshold effects technique. Using 22 separate years of publicly available Canadian wage data, they examined the relationship between the percentage of females in 40 unique occupational categories and the female-to-male earnings ratio (for a total of 880 observations). Findings: The results showed the existence of a threshold point, and that early gains in percent female within an occupation, up to approximately 14% female in the occupation, associate with strong gains in the female-to-male wage ratio. However, beyond that point, further gains in percent female associate with smaller improvements in the female-to-male wage ratio. Practical implications: The findings are useful in understanding the dynamics of occupational group gender composition, potential theoretical reasons for the nuances in relationship, as well as opportunities that may facilitate more equitable outcomes. Originality/value: The results show that, though improvements were made above and below the threshold point, enhancements in the wage gap are actually larger when there are less women in the job category (e.g. tokens). [ABSTRACT FROM AUTHOR]

The article discusses a book titled "South Korean Education and Learning Excellence as a Hallyu: Ethnographic Understandings of a Nation's Academic Success" by Young Chun Kim, Jae-seong Jo, and Jung-Hoon Jung. The book explores the impact of the Korean Wave (Hallyu) on South Korea's culture and economy, particularly in relation to the country's education system. The authors argue that the Korean education system, characterized by high academic achievement, should be recognized as a cultural asset and promoted globally. However, the article also highlights the need for structural reforms within the Korean education system and acknowledges the limitations and complexities of applying universal generalizations to all educators and students in Korea. The authors propose a paradigm shift that prioritizes optimizing learning efficiency and acknowledges the diverse strengths and perspectives of Korean teaching. The article concludes by emphasizing the importance of cultural diversity in education and the need for nuanced analysis and exploration of different educational systems. [Extracted from the article]

To determine the impact of abortion legislation on mental health during pregnancy and postpartum and assess whether pregnancy intention mediates associations. We quantified associations between restrictive abortion laws and stress, depression symptoms during and after pregnancy, and depression diagnoses after pregnancy using longitudinal data from Nurses' Health Study 3 in 2010–2017 (4091 participants, 4988 pregnancies) using structural equation models with repeated measures, controlling for sociodemographics, prior depression, state economic and sociopolitical measures (unemployment rate, gender wage gap, Gini index, percentage of state legislatures who are women, Democratic governor). Restrictive abortion legislation was associated with unintended pregnancies (β = 0.127, p = 0.02). These were, in turn, associated with increased risks of stress and depression symptoms during pregnancy (total indirect effects β = 0.035, p = 0.03; β = 0.029, p = 0.03, respectively, corresponding <1% increase in probability), but not after pregnancy. Abortion restrictions are associated with higher proportions of unintended pregnancies, which are associated with increased risks of stress and depression during pregnancy. [ABSTRACT FROM AUTHOR]

This study analyzes the evolution of Para guay's gender earnings gap from 2002 to 2019. It uses data from household surveys harmonized by the IDB. We estimate the gap using Blinder-Oaxaca and Ñopo decompositions and find that much of the gap cannot be explained by factors like experience, personal and family characteristics, industry, occupation, region, or setting and is likely tied to regulatory factors, biases, or discrimination. The gap is widest in the informal sector, especially among less educated and rural people. Regarding a nationwide widening or narrowing of the gap we find no clear trend during the period analyzed. [ABSTRACT FROM AUTHOR]

This article investigates to what extent the working from home (WFH) feasibility of occupations can influence the gender wag gap (GWG) at the mean and along the wage distribution. Based on Oaxaca–Blinder decompositions and unconditional quantile regressions, results show that the GWG is greater among women working in an occupation with a high level of WFH feasibility. We find evidence of both sticky floor and glass ceiling effects for employees with high WFH feasibility and only a sticky floor effect for the group with low WFH feasibility. The positive association revealed between the level of WFH feasibility and the GWG appears particularly strong among older and married women employees. These results underscore that the WFH feasibility may play an important role in exacerbating future gender gaps in wages, as WFH is expected to remain a normal practice beyond the COVID-19 pandemic. HIGHLIGHTS Working from home (WFH) feasibility of occupations influences the gender wage gap (GWG) in Italy. GWG is overall wider among employees with high WFH feasibility than employees with low WFH feasibility. The GWG is higher among older and married women employees. A possible explanation is Italy's ungenerous work–family policies and poor childcare availability. There is a need for policies aimed at regulating WFH from a gender-equality perspective. [ABSTRACT FROM AUTHOR]

This document is a list of references and citations for various articles and books related to the topic of intellectual humility. The sources cover a range of perspectives and disciplines, including philosophy, psychology, and political science. The articles and books explore the concept of intellectual humility, its relationship to other virtues, and its implications for various aspects of society, such as politics and education. The document provides a comprehensive list of resources for library patrons conducting research on intellectual humility and related topics. [Extracted from the article]

The aim of this research is to provide new evidence on the evolution of the gender wage gap by age using matched employer-employee microdata for Spain, taking into account changes across generations with respect to the age dynamics of the pay gap. We propose a wage equation controlling for age effects and their differences by gender. We estimate this equation by year taking advantage of overlapping cross-sectional microdata. We then calculate the variation of the gender wage gap for individuals with the same age but belonging to different generations as each wave of our data encompasses common birth cohorts. Our results suggest that the gender wage gap in the case of Spain tends to decrease both over time and across generations. By contrast, it tends to widen as women get older, which is consistent with previous research for other countries. These trends are robust to changes in the wage equation specification and apply even for comparisons of very similar men and women working at very similar firms. In fact, segregation appears to play an important role in the evolution of the gender wage gap along the career. [ABSTRACT FROM AUTHOR]

We study the extent to which employer heterogeneity affects gender gaps in earnings across the distribution, over time, and over the life cycle, accounting for cohort effects. Using a linked employer-employee dataset for Italy, we show that the gender gap in firm pay premia explains 34% of the mean gender pay gap, mainly due to between-firm components. Within-firm differences are more important at the top of the distribution and have become more relevant over time. Gender differences in mobility toward firms with higher pay premia and within-firm gender inequality partly explain the gender gap in firm pay premia. [ABSTRACT FROM AUTHOR]

We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically 'masculine', while others (such as human resources) are considered typically 'feminine'. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid. [ABSTRACT FROM AUTHOR]

Anecdotal evidence for several developing countries suggests that foreign direct investment and multinational enterprises (MNEs) may be an important conduit of cultural exchange. Recent work in economics has explored the role that MNEs play in transferring gender equality around the globe, but with mixed results. In this paper, we consider the implications of increased foreign direct investment in Brazil on the transmission of high‐quality gender policy and practice. In particular, we investigate whether workers with experience at multinational firms, now employed in domestic firms with no foreign influence, help to change gender‐specific outcomes at their Brazilian companies. We next ask whether it matters from where the foreign direct investment originates—that is, do workers with experience in MNEs with headquarters in relatively gender‐equal countries transfer best practices toward women better than do workers with experience in MNEs from relatively more gender‐unequal countries? Increasing the share of workers with MNE experience modestly improves the gender earnings gap in some specifications. Additionally, workers in management positions offer the strongest positive contributions to closing gender gaps. However, despite the many theoretical reasons and suggestive empirical evidence from previous literature to expect differential implications across FDI‐source countries, our data fail to support this notion. [ABSTRACT FROM AUTHOR]