The issue of gender wage differentials has long been of interest not only to economists, but also to governments and policy makers. In the last few decades, the labour market outcomes for females seem to be improving; however, the gender pay gap persists globally and females still earn significantly less than males. However, labour market discrimination has not received the research attention it deserves in developing countries in general, and in Syria in particular. A wide variety of factors could influence the gender pay gap, such as human capital, job characteristics and social factors. In the Syrian context, social and cultural factors play an important role in determining the position of females in the labour market. However, most previous studies have ignored the effects of social factors on other variables. Therefore, this research investigates the indirect effect of social factors on wages through human capital and job characteristics. This thesis has two main aims: to examine the main determinants of earnings for men and women in Syria, and to investigate the existence and extent of discrimination in the observed gender wage differentials there. To achieve this, two methods were used. Firstly, the Mincerian wage equations were used to analyse gender wage determinants, then discrimination was estimated using Oaxaca’s decomposition. Secondly, General Linear Modelling (GLM) Univariate ANOVA was tested to reveal the main and interaction effects of the factors specified in the theoretical model. The data used in this research came from the Syrian Labour Force Survey (LFS) 2010 conducted by the Government through the Central Bureau of Statistics. The results indicated that human capital variables were vital in explaining individuals’ earnings. Also, job characteristics and social variables explained wages to different degrees. Rates of return to education were, on average, around 5%, with women’s returns being better for higher educational levels. All three groups of variables explained only 17.19% of the earning gap between men and women, leaving 82.81% that could be considered as labour market discrimination. The GLM models revealed that social factors have significant indirect effects on wages as, when adding these indirect effects to the model, the explained variance in wages increased from 35% to 55%. This research makes significant contributions to the field of gender wage differentials and discrimination in Syria. The results of this study could help the Syrian government to develop tailored policies for the Syrian labour market to narrow the gender pay gap as decreasing gender inequality would enhance productivity and foster economic growth.

The work analyzes the development and salary differentiation in the Czech Republic and focuses on the wage differentials between men and women. It evaluates the impact of factors, which may influence salary, like age, education, work classification (KZAM) and region, where an employer works. Women labour market condition goes before the own analysis.

Doležalová Kamila. Gender pay gap in education within Ostrava district. Diploma thesis. Brno : Mendel University, 2019. This diploma thesis looks into wage differences between men and women employed in sector of education within the district of the city of Ostrava. Its main objective is to determine the level of the gender pay gap in sector of education in the Ostrava district and to compare this result with the national average. The thesis also examines the factors that cause gender pay gap in this area, gender stereotypes, interpersonal relationships in the workplace and gender discrimination. In the literature research, the reader is acquainted with the basic concepts related to gender pay gap, its causes and possibilities of reduction. The field of education and the Ostrava district are characterized in the own part of the thesis, the results of questionnaire research and semi-structured interviews are presented. Based on these findings, concrete measures are proposed to remedy the situation.

No description available.

The persisting gap between male and female wages in the United States offers a seemingly unusual disconnect between what is observed in the data and what is suggested by labor economics theory. Many authors have used aggregate or case methods to attempt to explain this gap. One characteristic of the earnings gap which has rarely been discussed is the large variation in female earnings as a percentage of male earnings by state. Why would median female earnings be 65% of male earnings in Louisiana while being 87% of median male earnings in New York? In this paper, using yearly Census data, I first find that the wage gap varies widely by state even when controlled for traditional determinants of wages and the gender pay gap. Then, deriving new variables to represent this controlled variation, I further find evidence that several state-specific characteristics represented by cross-section data explain a large portion of the controlled variation in gender pay gap by state. I conclude that the variables representing the structure of state economies as well as key measures of ideology and gender-related attitudes by state are significant determinant factors in why we see so much geographic variation in the gender pay gap.

Women are paid less than men in comparable occupations when human capital factors are controlled for. This gender pay gap is particularly prominent in upper management where on average female leaders are allocated 30 per cent less pay than male leaders. This thesis examines the underlying causes and the consequences of the gender pay gap in managerial positions by considering the organisational context (i.e., company performance) and social context (i.e., women’s experiences in the workplace) in which these differences emerge. First, three studies identify and examine gender disparities in the way in which performance-based pay is allocated as a function of company performance. Second, a survey study takes the perspective of leaders themselves by considering gender differences in pay-related attitudes and their relationship to distinct gendered experiences in the workplace. An archival study (Study 1, N = 192), an experiment (Study 2, N = 201), and a survey (Study 3, N = 180) investigated the role of gender in the relationship between managerial bonuses and company performance. In studies 1 and 3 the bonuses awarded to men were larger than those allocated to women. Moreover, while the compensation of male leaders was sensitive to performance, such that they received greater bonuses the better their company performed, the bonuses awarded to female directors were not sensitive to performance across all three studies. The psychological processes related to this phenomenon were explored in Study 2. It was found that, for a male leader, increasing company performance simply led to larger performance-related bonuses. However, for a female leader, the allocation of a bonus was based on perceptions of her charisma and leadership ability rather than resulting directly from company performance. v Study 4 examines gender similarities and differences in attitudes towards pay and pay negotiations. In a sample of 180 employees with managerial responsibilities, no gender differences in attitudes about the importance of pay were found. However, while female participants felt less confident than men about asking for pay rises, this was, at least in part, explained by their negative workplace experiences, such as feeling to have to invest more time and effort in order to achieve a pay rise and fearing negative responses when making pay demands. The importance of integrating the organisational and social context in the analysis of the gender pay gap is discussed in light of the limitations of a primarily individualistic approach. The role of the organisational context in moderating the attributional dynamics surrounding pay and evaluation patterns is explained within the framework of literature on the romance of leadership and gender stereotypes. The social context is considered in terms of the role of societal beliefs which may influence women’s decisions to opt out of top managerial jobs and their lack of confidence with pay negotiations. Finally, these findings are used to critique the tendency to blame women themselves for gender disparities in pay and their under-representation in managerial jobs, and instead I argue that it is organisational indifference towards women that perpetuates the gender pay gap.

The paper analyses Gender Equality, Gender Equity and policies of combating inequality at workplace to make the society equal as a case study of Sweden. The aim of paper is see the gender equality, gender equity, discrimination against women at workplace and to describe the policies combating inequality in the welfare state of Sweden. This work highlights the gender equality in terms of institutionalizing gender equality, gender equity, gender and pay gap, parental leave, gender and the pension system and sexual behavior directed towards women and policies combating inequality to bring equality in society. For my research I used the secondary data the fact sheets, scientific literature, statistics from eurostate of Sweden and case studies about Swedish society and the theoretical explanation to explain the phenomena. To achieve my aim I used the combination of both qualitative and quantitative methods of research. I showed the empirical evidences of these phenomena from the Swedish society and theoretical analysis about equality and equity of gender in different wakes of life. I found an interesting conclusion that there are good policies and legislation to combat inequality to bring society but there are no policies to change the perception of society about male and female role.

Prior research from the U.S. and abroad reveals a sizable lesbian earnings advantage over otherwise-similar heterosexual women. Using data from the 2000 U.S. Census and 2005-2010 American Community Surveys, we estimate traditional earnings equations and find robust evidence of a lesbian premium, corroborating the findings of previous studies. Using within-sample maternity incidence as an estimate of employers' forward-looking expectations, we then examine whether differences in the perceived likelihood of an employee requiring maternity leave, here-labelled 'maternity risk', contribute to the lesbian pay gap. Results from a direct assessment suggest that maternity risk adversely affects income, and that accounting for near-term differences in maternity risk reduces the lesbian premium by approximately ten to fifteen percent. Further analyses, using proxy variables for differential maternity risk, yield similar results. As such, the persistent finding of a lesbian earnings advantage in previous studies can be attributed, at least in part, to employers' aversion to maternity risk and its associated costs. These findings are also of critical importance to the general labour-market discrimination literature. Given the adverse earnings effect of maternity risk, our analysis suggests that estimates of the well-established gender earnings disparity are likely to be considerably smaller when incorporating maternity risk into the analysis. Absent the ability to adequately control for maternity risk, strict attention should be paid to potential upward bias in estimated earnings differentials. Moreover, policymakers should consider the broader implications of maternity-leave policy on the labour-market outcomes of females. In this respect, maternity-leave policy may influence the hiring and promotion decisions of employers, thereby indirectly affecting sexual-orientation and gender equality in the labour market. However, further research in this area is still required, given the limitations inherent in the direct and indirect analyses.

This diploma thesis compares the difference between the inequality of men and women on labour market. This inequality is mainly specify by the difference in salaries. Theoretical part is paying attention to difference in salary, legislative measure of equal pay, gender pay gap index, theories and studies in economics. Practical part of my diploma thesis deals with employment of men and women, analyzes particular factors which affects these salaries differences. Additionally, I focus on position of women in leading and political functions. The last chapter considers differences in salaries between men and women in coun-tries of Visegrad group.

Analysis of salary level & salary structure in a trade company based in Prague, comparison of salary survey results to national and European salary statistics, analysis of gender pay gap