By Benoit Mahy, Robert Plasman, Francois Rycx
Pay inequalities among men and women are a key factor for labour marketplace coverage. This e-book presents new proof at the value and resources of those pay inequalities in ecu nations and New Zealand at the foundation of micro facts. specific realization is dedicated to activity entry and place of work practices, promotions and salary development, sectoral association and rent-sharing, and unobserved heterogeneity and dynamics.
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Extra info for Gender Pay Differentials: Cross-National Evidence from Micro-Data (Applied Econometrics Association Series)
This is to ensure that the males and females being considered are as homogeneous as possible and have about the same degree of labour market attachment. The full-time definition is based upon annual hours of work. Annual hours of work are calculated from the supplementary pension payment, or ATP register, which contains information on annual mandatory employer payments. The ATP payment is a step-wise function of weekly or monthly hours. We define full-time as working 1,166 or more annual hours, thus combining ATP definitions with a selection criterion based on inspection of the bimodal hours distribution.
1979) ‘Sample Selection Bias as a Specification Error’, Econometrica, 47, pp. 153–61. Joseph, O. and Lemière, S. net. Lemière, S. (2002) ‘Mesure de la discrimination entre hommes et femme dans les primes salariales en France’, Cahiers Economiques de Bruxelles, 45(2), Summer. Meurs, D. and Ponthieux, S. (1999) ‘Les inégalités salariales entre hommes et femmes dans les années 90’, Documents d’études, 28, June. Meurs, D. and Ponthieux, S. (2000) ‘Une mesure de la discrimination dans l’écart de salaire entre hommes et femmes’, Économie et Statistique, pp.
In its first formulation of discrimination in 1973, Oaxaca proposed an alternative – either to regard the non-discriminatory structure as being that of the not discriminated population or, on the contrary, as being that of the discriminated population. The choice of one or the other of these two structures leads to considerably different results. Rare are the objective reasons that justify this choice, especially if we simultaneously regard discrimination as real negative discrimination towards a group and a form of nepotistic behaviour towards another group.
Gender Pay Differentials: Cross-National Evidence from Micro-Data (Applied Econometrics Association Series) by Benoit Mahy, Robert Plasman, Francois Rycx