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Research papers on The gender pay gap

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  1. Being a woman in an ICT job: an analysis of the gender pay gap and discrimination in Spain

    Mónica Segovia-Pérez, Rosa Belén Castro Núñez, Rosa Santero Sánchez, et al. · 2019 · New Technology, Work and Employment · 55 citations

    "Despite policy initiatives aimed at promoting female access to jobs, the information and communication technology (ICT) professions have traditionally been largely monopolised by men. Segregation, gendered stereotypes and environmental factors have a clear impact on educational and professional choices, as well as on working conditions. The spread of ICT to all economic activities has meant that ICT specialists are now to be found everywhere, not only in the ICT sector where many stereotypes related to technical jobs persist. This work aims to analyse the gender wage gap and discrimination in ICT professions, with the emphasis on how working in an ICT‐intensive industry might affect that si

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  2. Pursuing equal pay for equal work: Gender diversity in management positions and the gender pay gap throughout the wage distribution

    Rosa Santero-Sánchez, B. Núñez · 2022 · BRQ Business Research Quarterly · 19 citations

    Despite the massive incorporation of women into the labor market, equal pay for equal work remains a challenge. This article analyzes the influence of gender diversity in management positions on the gender wage gap (GWG) throughout the entire pay scale in Spain. The results show the existence of a GWG, particularly for wages below the average; though it decreases when female participation in management is higher. This is in line with the reduction of information asymmetry problems considered in statistical discrimination theories, which explain the barriers to promotion associated with dynamics at entry-level and low-qualified positions. JEL CLASSIFICATION: C31, J31, J71, M14

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  3. Influence of female managers on gender wage gap and returns to cognitive and non‐cognitive skills

    Jiří Balcar, Veronika Hedija · 2019 · Gender, Work & Organization · 17 citations

    There is a modest but growing empirical body of evidence on the influence of managers' gender on the wages of their male and female subordinates. Most of these studies, however, suffer from a very raw approximation of the managers' gender by the share of women in charge, and often lack many important gender‐specific personal characteristics, such as non‐cognitive skills and life–work preferences, which can lead to biased results. This article copes with the mentioned deficiencies by employing a very rich and representative dataset of 1948 employees from the Czech Republic. It reveals surprising results as it shows that the gender of the manager has an effect on the level of wages, but not on

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  7. Using Occupational Preference in Estimating Market Wage Discrimination: the Case of the Gender Pay Gap

    Eric J. Solberg · 1999 · The American Journal of Economics and Sociology · 7 citations

    ABSTRACT Past occupational preference is used to estimate the gender pay gap. The use of predetermined variables in a reduced‐form wage equation avoids the bias caused by using variables that are correlated with the random error. Using a gender coefficient, the potential discriminatory gap is about 11.5 percent when past occupational preference is included. Decomposition yields an estimate of 10.5 percent when past occupational preference is included. In both cases, the discriminatory gap is close to that obtained when actual occupation is included. This suggests public policy directed toward reducing hiring discrimination by gender might be misdirected.

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  8. The Gender Pay Gap: A Persistent Socioeconomic Challenge

    Stacey L. Morin · 2025 · SocioEconomic Challenges · 5 citations

    The gender pay gap remains a persistent socioeconomic challenge that limits economic growth and social equity, despite ongoing policy and corporate interventions. This study aims to analyze the key determinants of gender-based wage disparities, examining the historical evolution, theoretical explanations, and the role of institutional, policy, and corporate frameworks in shaping wage inequalities. The research focuses on occupational segregation, discrimination, labor market structures, and intersectional disparities to provide a comprehensive understanding of the mechanisms sustaining wage differences between men and women. Using a multidisciplinary approach, this study synthesizes existing

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  9. Breaking down the Gender Pay Gap through a machine learning model

    V. Edelsztein, Sebastián Ariel Waisbrot · 2023 · Convergencia Revista de Ciencias Sociales · 3 citations

    Being able to decompose the gender pay gap (GPG) and determine the contribution of each component is important to design appropriate policies to reduce it. With the aim of providing a new tool to achieve this, in this paper, we propose a decomposition approach based on a machine learning model. The tool was implemented on a population of 5,742 Argentinean IT-related workers to obtain the value of the adjusted and unadjusted GPG in a four-phase process: sample characterization, development of a wage predictor, calculation of adjusted GPG, and analysis of the explained component of GPG. According to our analysis, there is a GPG of 20%, 7,7% of which can be explained exclusively by direct discr

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  11. Gender pay gaps in Morocco: urban-rural disparities across the wage distribution

    Fatima Mounir, Said Hanchane, Khalid Soudi · 2025 · Development Studies Research · 2 citations

    ABSTRACT Gender pay gaps persist as a significant feature of labor markets in developing countries, with disparities varying across the wage distribution and between urban and rural areas. Using data from the 2012, 2015, and 2017 Labor Force Surveys, we investigate wage discrimination and its implications for women's labor force participation, incorporating corrections for potential selection bias. Beyond the traditional Oaxaca–Blinder decomposition, we employ the Recentered Influence Function decomposition to analyze gaps across the distribution. Our results show that wage gaps are more pronounced at the lower end of the distribution, suggesting that women face significant challenges in sec

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  12. Assessing Wage Inequality with Machine Learning: Approaches for Measuring the Adjusted Gender Pay Gap

    Oliver Plueghan, Katharina-Maria Rehfeld · 2026 · IU Discussion Papers Human Resources

    This paper investigates the methodological performance of Ordinary Least Squares (OLS) regression and Random Forest machine learning algorithms in measuring adjusted gender pay gaps. The research is motivated by the European Union’s Pay Transparency Directive (2023/970), which mandates that employers report adjusted gender pay gaps. While Oaxaca-Blinder Decomposition and the underlying OLS regression have served as the industry standard for gap estimation, this paper examines whether machine learning approaches can better capture complex, nonlinear compensation relationships. Using synthetic datasets with controlled discrimination parameters, the study compares both methods across two sample

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  13. Gender Pay Gap, Statistical Discrimination Based on Effort and Social Norms

    Edgar Villa Pérez, Luz Karime Abadía Alvarado · 2026 · Economics

    Abstract We develop a structural framework in which gender wage differentials arise as competitive equilibrium outcomes from effort-cost heterogeneity and employer expectations under imperfect information. In the model, caregiving responsibilities increase the cost of supplying work effort, particularly for women, while employers form wage offers using group-level expected productivity shaped by gender social norms. This interaction generates persistent gender wage gaps that can be decomposed into productivity-related differences and expectation-driven statistical discrimination. Using U.S. Current Population Survey data for 2002, 2014, and 2024, we estimate the wage equation implied by the

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  14. Factor Affecting the Wage Gap Between Women and Men (Gender Pay Gap) Among the Millenial Generation in West Nusa Tenggara: A Blinder Decomposition Approach – Oaxaca.

    Selly Rahmawati, Himawan Sutanto, Vici Handalusia Husni · 2026 · JURNAL ECONOMINA

    This study aims to analyze the factors that influence the wage gap between female and male workers (gender pay gap) in the millennial generation in Mataram City, West Nusa Tenggara. The analysis is carried out both from the aspect of human capital, such as education and work experience, as well as discrimination and socio-cultural factors. This research method uses the Blinder-Oaxaca decomposition approach to distinguish the portion of the presentation caused by observable characteristics (explained) and the portion that cannot be explained (unexplained) which is often associated with discrimination. The results of the study are expected to provide an in-depth understanding of wage inequalit

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  15. What lies behind the gender pay gap in Pakistan

    · 2025

    Despite global efforts, women in Pakistan still earn 25% less per hour than men, with disparities widening for older and lower-income workers. This policy brief highlights key barriers, including discrimination, weak compliance with labour laws, and wage inequalities in the informal economy. It also outlines potential solutions, such as gender-neutral job evaluations, minimum wage adjustments, and stronger labour law enforcement. By prioritizing these reforms, Pakistan can foster a fairer, more inclusive labour market and empower women to reach their full economic potential.

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  16. Gender Pay Gap in Basketball

    Prisha Rajgarhia · 2025 · Journal of Student Research

    The gender pay gap is a persistent and unjust disparity in earnings between men and women performing similar roles. This research paper examines the gender pay gap in basketball, focusing on the United States National Basketball Association (NBA) and Women’s National Basketball Association (WNBA); aiming to determine the impact of gender on athlete earnings. The literature review presented in this paper, delves into theories like the human capital model and labour market discrimination, highlighting the broader presence of wage disparity across numerous industries. The review also identifies sponsorship, media coverage, and audience demand as factors that contribute to the sports industry's

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  17. Breaking the Chains: Unveiling the Gender Pay Gap through Socialist Feminism and Intersectionality in Aotearoa New Zealand

    Palupi Maulana · 2025 · Jurnal Sentris

    This essay explores the intricate landscape of the gender pay gap in Aotearoa New Zealand, delving into the complexities through the lenses of socialist feminism and intersectionality. Despite New Zealand's commitment to gender equality since the introduction of the Equal Pay Act in 1972, persistent disparities remain, particularly for Māori and Pacific women. The socialist feminist perspective uncovers the roots of gender-based oppression intertwined with broader class-based inequalities, emphasizing the need for a unified labor movement. Simultaneously, intersectionality reveals that pay gaps are shaped by intersecting identities such as gender, race, and ethnicity. Māori and Pacific women

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  19. Economic Inequality is Masculine: High Vertical Pay Gap Fuels Expectations for Gender Discrimination via Inferred Masculinity Norms

    Silvia Filippi, Matilde Tumino, Luciana Carraro, et al. · 2026 · Group Processes & Intergroup Relations

    Gender discrimination remains a major obstacle to workplace equality. While various factors contribute to this issue, organizational structures that reinforce hierarchical, male-dominated cultures may indicate that gender discrimination is widespread and normative. This research examines how vertical pay gaps—the wage gap between top earners and other employees—are used by employees as cues for organizational norms, which in turn shape perceptions and expectations of workplace gender discrimination. Study 1 ( N  = 410, cross-sectional) shows that women report higher levels of perceived gender discrimination in organizations with greater pay inequality. In Studies 2a and 2b ( N total

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  21. THE GENDER PAY GAP IN CHINA: PERSPECTIVES ON DISCRIMINATION

    Çağatay Tunçsiper · 2023 · Journal of Empirical Economics and Social Sciences

    To take a look at the repute of the gender wage gap in China, the usage of records from China Income and (CHIP) 2018, this paper finds that the gender wage gap nonetheless exists, as men earning a common hourly wage of 5.65 Yuan and sizable annual profits of 17,637 Yuan greater than women. Men additionally work a common of third hours per week extra than women. Ols regression evaluation discovered that all men's common wage profits have been 24.4% greater than women's common hourly wage earnings. They learn about additionally confirmed that people who are insured, have an employment contract, or whose administrative center affords social advantages earn extensively greater hourly wages than

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  22. Gender Discrimination in the Workplace and Ways to Reduce Wage Gap

    M. J. Dai · 2025 · Advances in Economics, Management and Political Sciences

    Gender discrimination continues to persist in the workplace today, as evidenced by the 2021 median weekly earning of U.S. women amounting to 83.14% of mens wages. This paper proposes and analyzes three strategies to address the gender bias and mitigate the wage gap in sexes: pay transparency, unconscious bias training, and fair salary determinants. Pay transparency can effectively highlight wage disparities and indirectly avoid wage gaps, but it does not directly offer a solution. Unconscious bias trainings are capable of raising awareness, though it may unintentionally reinforce certain stereotypes or provoke defensiveness. While pay transparency and unconscious bias trainings can establish

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  23. Gender Pay Gap and the Firm Effects

    Byung-hee Lee · 2024 · Korean Development Economics Association

    The gender pay gap remains persistently high in Korea. I investigate the role of firm in the gender pay gap using linked employer-employee data. The findings show that 30% of the gender pay gap is due to the sorting effect of women being over-employed in low-wage firms, and 13% is due to bargaining and discrimination effect of firms paying differently for work of equal value. The gender pay gap within firms begins to increase in the late 30s, when childbirth and childcare burdens begin to take hold, and widens throughout the working life due to limited career advancement and promotion for women. The higher wage level, the greater the pay gap due to bargaining and discrimination effect. These

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  24. International-cum-National Legal Framework and Gender Pay Gap: A Comprehensive Study

    Surendra Rajaura, H. Yadav · 2024 · Sambahak: Human Rights Journal

    The gender wage gap, a persistent issue across global labor markets, represents a significant challenge to achieving equality in remuneration for equal work. Despite international frameworks advocating for gender equality and equal pay, such as the UDHR, ICCPR, ICESCR, and CEDAW, alongside ILO Conventions No. 100 and No. 111, ILO, substantial disparities remain. Against this backdrop, this paper explores the intersection of labor rights, wage discrimination, and gender equality within the context of Nepal. The analysis highlights the entrenched global issue of wage discrimination, emphasizing that, despite legal advancements and constitutional guarantees in Nepal, the gender wage gap remains

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