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Full-Time and Part-Time Work and the Gender Wage Gap

Author

Listed:
  • Luiza Antonie

    (University of Guelph)

  • Laura Gatto

    (University of Guelph)

  • Miana Plesca

    (University of Guelph)

Abstract

Using hourly and weekly wages from the Canadian Labour Force Survey from 2000 until 2018, workers were separated into full-time and part-time and the following striking observation was documented. The overall gender wage gap is larger than either the full-time pay gap or the part-time pay gap, even after controlling for detailed personal and job characteristics. This result is a consequence of two findings: (i) part-time wages are lower than full-time wages, and (ii) the majority of part-time workers are women. In aggregation, this brings down the average female wage, leading to a larger aggregate gender wage gap. This was further linked to a differential selection by gender into full-time and part-time work, with women of higher earnings potential being overrepresented in the pool of part-time workers, resulting in no gender pay gap in the part-time worker category. Policies targeted at encouraging full-time employment for women should therefore reduce the gender wage gap.

Suggested Citation

  • Luiza Antonie & Laura Gatto & Miana Plesca, 2020. "Full-Time and Part-Time Work and the Gender Wage Gap," Atlantic Economic Journal, Springer;International Atlantic Economic Society, vol. 48(3), pages 313-326, September.
    • Handle: RePEc:kap:atlecj:v:48:y:2020:i:3:d:10.1007_s11293-020-09677-z
    DOI: 10.1007/s11293-020-09677-z
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    References listed on IDEAS

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    Cited by:

    1. Singh, Vikkram & Shirazi, Homayoun & Turetken, Jessica, 2022. "COVID-19 and gender disparities: Labour market outcomes," Research in Economics, Elsevier, vol. 76(3), pages 206-217.

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