Why does the gender pay gap vary across areas within Wales?

为什么威尔士各地区的性别工资差距存在差异？

• 批准号: 2272726
• 金额: --
• 依托单位: CARDIFF UNIVERSITY
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2019
• 资助国家: 英国
• 起止时间: 2019 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2272726
• 关键词: Why; does; gender; pay; gap

Context and RationaleIn 2015, the Prime Minister David Cameron set out to "end the gender pay gap (GPG) in a generation" through proactive policy, including the requirement for firms to publish their GPG, which has raised its profile in the media and among business. Tackling the GPG has been a priority for the Welsh Government, including through the Economic Action Plan and Employability Plan and the recent Gender Equality Review. As such, this PhD will provide timely evidence to support new interventions to help achieve the Welsh Government aim of becoming a world leader in gender equality.The aims are motivated by recent evidence of substantial regional and intra-regional variation in the GPG. Within Wales, the full-time GPG varies across unitary authorities, being lowest in Gwynedd (-15%) and highest in Bridgend (18%). This sign reversal, whereby women in some local areas are paid more than men on average has attracted attention but has yet to receive in-depth analysis. This proposal aims to fill this evidence gap. AimsThe proposal builds on international research which explores differences in the GPG across countries (Blau and Kahn, 2003, 2006) and UK based analysis (Manning and Swaffield, 2008; Jones et al., 2018). It will complement this by investigating regional variation in the GPG and explore the extent to which this is explained by factors such as occupational and industrial mix. It will also extend beyond the GPG to comprehensively explore spatial variation in labour market inequality, including access to, and the nature of, work. It will thus provide a comprehensive contemporary understanding of gender inequality across local labour markets, aligned to the regional focus within the Welsh Government Economic Action Plan. Possible research questions include: 1. How does the GPG vary across UK regions and within Wales? What explains the differences, in particular, do women hold different characteristics to men or is there variation in the treatment of women? 2. To what extent do other indicators of inequality in labour market performance, such as labour force participation or hours of work, exhibit regional variation? 3. What explains the gender differences across labour markets? How important are the characteristics of areas as opposed to individuals?

背景和意义2015年，首相大卫卡梅隆开始通过积极的政策“在一代人的时间内结束性别工资差距（GPG）”，包括要求公司公布其GPG，这提高了其在媒体和企业中的形象。解决性别平等问题一直是威尔士政府的优先事项，包括通过《经济行动计划》和《就业能力计划》以及最近的《性别平等审查》。因此，这一博士学位将提供及时的证据，以支持新的干预措施，以帮助实现威尔士政府的目标，成为世界领先的性别平等。这些目标是由最近的证据，在GPG的大量区域和区域内的变化的动机。在威尔士，各单一制政府的全职政府工作人员比例各不相同，格温内思最低（-15%），布里真德最高（18%）。这一现象引起了人们的注意，但尚未进行深入分析。本提案旨在填补这一证据空白。目的该提案建立在国际研究的基础上，该研究探讨了不同国家（Blau和Kahn，2003年，2006年）和英国的分析（Manning和Swaffield，2008年; Jones等人，2018年）。它将通过调查全球公益物的区域差异来补充这一点，并探讨职业和产业组合等因素在多大程度上解释了这一点。它还将扩展到全球公益物之外，全面探讨劳动力市场不平等的空间差异，包括获得工作的机会和工作的性质。因此，它将提供对当地劳动力市场性别不平等的全面当代理解，与威尔士政府经济行动计划内的区域重点保持一致。可能的研究问题包括：1。英国各地区和威尔士内部的GPG有何不同？如何解释这种差异，特别是妇女与男子的特点不同，还是妇女的待遇不同？2.劳动力市场业绩不平等的其他指标，如劳动力参与率或工作时间，在多大程度上显示出区域差异？3.如何解释劳动力市场的性别差异？相对于个体而言，区域的特征有多重要？