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How Does the Gender Wage Gap Vary Over the Life Course and Across Cohorts?

性别工资差距在生命历程中和不同群体之间有何变化？

基本信息

批准号：
ES/S012583/1
负责人：
Alexander Bryson
金额：
$ 60.28万
依托单位：
University College London
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2019
资助国家：
英国
起止时间：
2019 至无数据
项目状态：
未结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FS012583%2F1
关键词：
How Does Gender Wage Gap

项目摘要

Nearly half a century after Britain's Equal Pay Act the convergence of men's and women's pay is slow and incomplete. Although the trend in the gender wage gap (GWG) is towards convergence, for any given birth cohort the GWG rises as people age from their twenties to mid-life, growing upon family formation. Thus, explanations of the GWG tend to focus on the time women spend away from paid work after childbirth and the difficulties they face in establishing their previous pay level on returning to the labour market. Pay penalties are particularly pronounced for women returning to part-time employment. Some people maintain that these patterns reflect women's preferences for work-life balance and conventional norms about the division of domestic labour, while others point to discriminatory practices in the workplace.By analysing nationally representative cohort data for people born in Britain in 1958, 1970 and 1989/90 this study addresses three gaps in knowledge. First, evidence will be extended to wages and employment at later ages than has been studied hitherto. Second, it will be extended backwards to explore linkages from childhood years to labour market experience, making innovative use of under-utilised material including biometric indicators. Third, we will be able to distinguish between the effects of ageing and of having been born male or female at different points in history. This is something that is only possible with data tracking more than one cohort. There are three reasons to anticipate cohort effects:(i) People born at different times are exposed to different labour market and policy conditions during their lifetimes. For instance, the 1958 cohort left school when the Equal Pay and other Equal Opportunities provisions were first being implemented whereas these had been in place for a decade when the 1970 cohort finished school. (ii) The education gap between men and women has disappeared and even reversed, such that the pay-off due to qualifications will have shifted markedly between men and women across the generations. (iii) Attitudes to women's participation in the labour market and to men's in domestic labour have shifted. These changes in social norms, together with attendant changes in public policy, have created opportunities for men and women to combine paid work, parenthood and leisure in ways not hitherto possible, with uncertain consequences for the life choices and earnings patterns of men and women across the life course. The study will address five related questions: 1. What does the GWG look like over the life course and across birth cohorts? Does it change later in life and how does it compare across cohorts for people at the same points in their life? 2. How much of the GWG is accounted for by differences in human capital (qualifications and work experience) accumulated over the life course? How different does the course of the wage gap look across ages for men and women with similar human capital attributes?3. What role do parenthood and caring responsibilities play in the emergence of differences between men and women in employment and pay and how the GWG persists over the life-course? 4. How much of the GWG is attributable to the sorts of jobs undertaken by men and women, particularly in respect of occupation and part-time hours? 5. What role do childhood attributes and experiences play in determining the subsequent GWG and do childhood influences still matter having accounted for early adulthood experiences? The study will provide a comprehensive anatomy of the GWG across individuals' life-times, up to the age of 61 in the case of the 1958 cohort, and across three generations with births spanning 40 years, offering numerous insights into wage formation which will assist in efforts to mitigate the consequences of unequal treatment in the past and promote gender equality in the present and future.

在英国《同工同酬法》颁布近半个世纪后，男女薪酬的趋同仍然缓慢且不完全。虽然性别工资差距的趋势是趋同的，但对于任何特定的出生队列，随着人们从二十多岁到中年的年龄增长，随着家庭的形成，性别工资差距不断扩大。因此，性别平等工作组的解释往往侧重于妇女在生育后离开有酬工作的时间，以及她们在重返劳动力市场后确定以前的工资水平时面临的困难。对于重新从事非全时工作的妇女来说，工资损失尤其明显。有些人认为，这些模式反映了妇女对工作与生活平衡的偏好和关于家务分工的传统规范，而另一些人则指出工作场所的歧视性做法，通过分析1958年、1970年和1989/90年出生在英国的人的全国代表性队列数据，这项研究解决了知识上的三个差距。首先，证据将被扩展到工资和就业在较晚的年龄比迄今为止已经研究。第二，它将向后延伸，探索从童年到劳动力市场经验的联系，创新地使用未充分利用的材料，包括生物特征指标。第三，我们将能够区分年龄的影响和在历史上不同时期出生的男性或女性的影响。这是只有在数据跟踪超过一个队列的情况下才可能实现的。有三个理由可以预测群组效应：㈠不同时期出生的人在其一生中面临不同的劳动力市场和政策条件。例如，1958年的学生在同工同酬和其他平等机会规定首次实施时离开学校，而1970年的学生在完成学业时，这些规定已经实施了十年。(ii)男女之间的教育差距已经消失，甚至逆转，因此，资格带来的回报将在几代人之间发生明显变化。(iii)对妇女参与劳动力市场和男子从事家务劳动的态度发生了变化。社会规范的这些变化，加上随之而来的公共政策的变化，为男女创造了机会，使他们能够以迄今为止不可能的方式将有酬工作、养育子女和休闲联合收割机结合起来，但对男女一生的生活选择和收入模式产生了不确定的后果。本研究将解决五个相关问题：1。GWG在整个生命过程和出生队列中是什么样子的？它在以后的生活中会发生变化吗？对于生活中相同时期的人来说，它是如何在不同群体之间进行比较的？2. GWG中有多少是由生命历程中积累的人力资本（资格和工作经验）的差异造成的？对于具有相似人力资本属性的男性和女性来说，不同年龄段的工资差距有何不同？3.父母身份和照顾责任在男女就业和薪酬差异的出现中发挥了什么作用，性别平等工作组如何在一生中持续存在？4.性别平等工作组有多少是由男女从事的工作种类，特别是职业和非全时工作时间造成的？5.童年属性和经历在决定随后的GWG方面发挥着什么作用？在考虑了成年早期的经历后，童年的影响仍然重要吗？这项研究将全面剖析性别平等工作组在个人一生中的情况，就1958年的队列而言，性别平等工作组的年龄最大为61岁，而在出生年龄跨越40年的三代人中，对工资形成提供了许多见解，这将有助于减轻过去不平等待遇的后果，促进现在和未来的性别平等。