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The gender gap in pay progression: job mobility and job ladders

薪资晋升中的性别差距：工作流动性和工作阶梯

基本信息

批准号：
ES/T015748/1
负责人：
Silvia Avram
金额：
$ 30.83万
依托单位：
University of Essex
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2021
资助国家：
英国
起止时间：
2021 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FT015748%2F1
关键词：
gender gap pay progression job

项目摘要

The median gender pay gap has declined dramatically in the UK from 36.4% in the 1970 (O'Reilly, Smith et al. 2015) to around 18% in the most recent data (ONS 2018). Still, by international standards the pay gap is high: the UK has the fourth largest gender pay gap in the EU and the eighth largest of OECD countries (OECD 2019). Researchers and policy makers have focused on gender differences in education and labour market experience as the likely drivers of the pay gap. However, today these explanations no longer stand up to scrutiny. Women are on average better educated than men and they are much less likely to withdraw from the labour market for long periods of time. Nevertheless, women earn on average about 10% less than men even when they work full-time and have similar education and labour market experience. While explanations focusing on women's potential lower productivity as the cause of the gender pay gap have been thoroughly investigated and found inadequate, there is less evidence on the role played by employers. This research will contribute to addressing this gap. The standard economic model of the labour market assumes that wages are determined by the market and that individual employers cannot choose the wages they offer to their employees. A different model assumes that for a variety of reasons competition is not perfect and employers have some discretion over the wages they offer. This wage setting power is likely to be weaker when workers are mobile. Mobile workers will leave an employer offering wages below the market rate. However, if workers are relatively immobile, employers can exploit this 'immobility' by offering them lower wages. If women are more constrained by family responsibilities in the types of jobs that they will take-up or in the amount of time and effort they can devote to job search, they will generally be more immobile and thus at a disadvantage. Women's family responsibilities might be ultimately responsible for the gender pay gap but not because they limit their productivity but rather because they reduce their bargaining power with firms.This research project will examine the role of employer wage-setting power in driving the gender pay gap in two ways. First, using data from the UK's largest longitudinal study, it will investigate the extent to which job-to-job mobility patterns differ between men and women, and whether any differences can explain the observed gender gap in pay progression. Second, it will develop an index of employer wage-setting power based on geographical location, industry and cost of travel and test whether the index can explain gender differences in pay progression.Tackling the gender pay gap is a widely shared goal among policy makers, political parties, women's groups, trade-unions and employer organizations. A better understanding of the factors driving the gap is essential to design effective policies. For example, in April 2017, the UK government has mandated large employers report annually on the pay gap in their organization. If women's lower productivity is to blame for the gender pay gap, such legislation is likely to be ineffective and even counterproductive. On the other hand, mandatory reporting is likely to be more effective if employers' stronger wage-setting power is a significant factor behind the pay gap. More generally, if employers enjoy significant wage setting power relative to some of their employees, this has implications for legislation on anti-discrimination, the minimum wage, trade-unions and family policy.

在英国，性别工资差距的中位数从20世纪70年代的36.4%大幅下降(O‘Reilly，Smith等人)。根据最新数据(国家统计局2018年)，从2015年)降至18%左右。尽管如此，按照国际标准，薪酬差距仍然很大：英国的性别薪酬差距在欧盟排名第四，在经合组织国家中排名第八(OECD 2019)。研究人员和政策制定者一直专注于教育和劳动力市场经验方面的性别差异，认为这可能是工资差距的驱动因素。然而，今天这些解释不再经得起推敲。平均而言，妇女受教育程度高于男子，她们不太可能长期退出劳动力市场。然而，即使在全职工作、受教育程度和劳动力市场经验相似的情况下，女性的平均收入也比男性低约10%。虽然对女性潜在的低生产率作为性别工资差距的原因进行了彻底的调查，并发现这些解释不充分，但关于雇主所发挥的作用的证据较少。这项研究将有助于解决这一差距。劳动力市场的标准经济模型假定工资由市场决定，个别雇主不能选择他们向雇员提供的工资。一种不同的模型假设，由于各种原因，竞争并不完美，雇主对他们提供的工资有一定的自由裁量权。当工人在流动时，这种工资制定权力可能会更弱。流动工人将离开工资低于市场水平的雇主。然而，如果工人的流动性相对较弱，雇主可以利用这种“流动性”，给他们提供更低的工资。如果妇女在她们将要从事的工作类型或她们在找工作上投入的时间和精力方面受到家庭责任的更多限制，她们通常会更不灵活，因此处于不利地位。女性的家庭责任可能是性别薪酬差距的最终原因，但这并不是因为家庭责任限制了她们的生产力，而是因为她们降低了与公司的讨价还价能力。这项研究项目将从两个方面考察雇主工资制定权在推动性别薪酬差距方面的作用。首先，它将利用英国最大的纵向研究的数据，调查男性和女性之间的工作流动模式的差异程度，以及任何差异是否可以解释工资增长中观察到的性别差异。其次，它将开发一个基于地理位置、行业和差旅费用的雇主工资制定权指数，并测试该指数是否能够解释工资增长中的性别差异。缩小性别工资差距是政策制定者、政党、妇女团体、工会和雇主组织的广泛共同目标。更好地了解造成这一差距的因素对于制定有效的政策至关重要。例如，2017年4月，英国政府要求大型雇主每年报告其组织的薪酬差距。如果将性别薪酬差距归咎于女性生产率较低，这样的立法很可能是无效的，甚至会适得其反。另一方面，如果雇主更强大的工资制定权是工资差距背后的一个重要因素，强制性报告可能会更有效。更广泛地说，如果雇主相对于其一些雇员享有很大的工资制定权，这将对关于反歧视、最低工资、工会和家庭政策的立法产生影响。