Within-job gender pay inequality in 15 countries

0565441 - SOÚ 2024 RIV US eng J - Článek v odborném periodiku
Penner, A. - Petersen, T. - Hermansen, A. S. - Rainey, A. - Boza, I. - Elvira, M. M. - Godechot, O. - Hällsten, M. - Henriksen, L. F. - Hou, F. - Mrčela, A. - King, J. - Kodama, N. - Kristal, T. - Křížková, Alena - Lippényi, Z. - Melzer, S. M. - Mun, E. - Apascaritei, P. - Avent-Holt, D. - Bandelj, N. - Hajdu, G. - Jung, J. - Poje, A. - Sabanci, H. - Safi, M. - Soener, M. - Tomaskovic-Devey, D. - Tufail, Z.
Within-job gender pay inequality in 15 countries.
Nature Human Behaviour. Roč. 7, February (2023), s. 184-189. ISSN 2397-3374. E-ISSN 2397-3374
Grant CEP: GA MŠMT(CZ) LX22NPO5101
Grant ostatní: Evropská unie, Evropský sociální fond(CZ) CZ.03.1.51/0.0/0.0/15_009/0003702
Program: OP Zaměstnanost
Institucionální podpora: RVO:68378025
Klíčová slova: gender pay gap * within-job gender pay gap * gender segregation * linked employer-employee data
Obor OECD: Sociology
Impakt faktor: 29.9, rok: 2022
Způsob publikování: Open access
https://www.nature.com/articles/s41562-022-01470-z

Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of countries. Here, using recent linked employer–employee data from 15 countries, we show that the processes sorting people into different jobs account for substantially less of the gender pay differences than was previously believed and that within-job pay differences remain consequential.
Trvalý link: https://hdl.handle.net/11104/0336961