女性在劳动力市场上长期处于弱势。自改革开放以来，我国女性在教育水平上不断接近甚至超过男性，但性别工资差距不但没有缩小，反而进一步扩大。理解性别工资差异形成的深层次原因对于制定收入分配政策与妇女权益保护政策都有着重要意义。先前我国相关的研究主要采用家庭入户调查数据，将性别工资差异分解为可以由人力资本差异所解释的“被解释部分”以及剩余的“未解释部分”，“未解释部分”往往被解读为“性别歧视”。该方法将数据中没有观测的信息简单归因于“性别歧视”，这会限制我们对于性别工资差异的深入理解。本项目拟采用国内某大型上市公司的内部人事数据对现有研究进行补充。首先，本项目分析男女员工在进入公司后工资轨迹的动态差异。然后，我们将深入考察性别工资差异的形成机制。我们重点关注三种机制：婚育、劳动生产率、与公司性别歧视。最后，我们拟结合单独二孩政策、全面二孩政策作为外生冲击，以识别上述机制的因果影响。

Women have long been in a disadvantaged position in the labor market. Since the Reform and Opening Policy, Chinese women’s education is catching up and even surpassing that of men. However, the gender wage gap is widening instead. Understanding the determinants of gender wage difference is crucial for designing income distribution policies and protecting women’s rights. A majority of previous research about the gender wage gap in China used household surveys and decomposed the gender wage difference into the “explained component,” which can be accounted by the observable human capital, and the remaining “unexplained component”, which is often interpreted as “gender discrimination.” Simply attributing unobservable factors in a typical household survey to “gender discrimination” restricts our further understanding of the gender wage difference. This project plans to use a new administrative data from a large listed company to complement current research on gender wage difference. First, this project documents the dynamics of gender wage difference since the employee’s entrance into the firm. Second, this project further investigates three possible mechanisms underlying the gender difference, including: marriage and childbearing, labor productivity, and gender discrimination. Finally, this project exploits changes in China’s family planning policy (selective two-child policy and universal two-child policy) as exogenous shocks to identify the mechanisms.