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Discrimination by Parts: A Fixed-Effects Analysis of Starting Pay Differences across Gender

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Author Info

  • Mary E. Graham

    () (Department of Management Science, George Washington University)

  • Julie L. Hotchkiss

    (Georgia State University)

  • Barry Gerhart

    (Vanderbilt University)

Abstract

A unique employer-level data set is used to provide insight not only to the degree of discrimination that may exist , but also to the source of that potential discrimination. Results from decomposing individual wage equations indicate that, as legislatively defined, employers do not appear to be discriminating against their women hires to a large extent. When aggregated, however, the pay, job placement, and hiring discrimination estimates yield an overall discrimination estimate of a 6% gap in pay between men and women. These results suggest that a more comprehensive approach may be warranted in flagging possible discriminatory behavior.

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File URL: http://college.holycross.edu/RePEc/eej/Archive/Volume26/V26N1P9_27.pdf
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Bibliographic Info

Article provided by Eastern Economic Association in its journal Eastern Economic Journal.

Volume (Year): 26 (2000)
Issue (Month): 1 (Winter)
Pages: 9-27

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Handle: RePEc:eej:eeconj:v:26:y:2000:i:1:p:9-27

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Postal: c/o Dr. Alexandre Olbrecht, The Anisfield School of Business 205, Ramapo College, 505 Ramapo Valley Road, Ramapo, New Jersey 07430, USA
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Web page: http://www.ramapo.edu/eea/journal.html
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Related research

Keywords: Discrimination; Gender; Pay; Wage; Women;

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Cited by:
  1. Mary E. Graham & Julie L. Hotchkiss, 2008. "Elimination of gender-related employment disparities through statistical process control," Working Paper 2008-24, Federal Reserve Bank of Atlanta.

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