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Workforce gender effects on firm performance and workers' pay: evidence for the UK

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  • Clive Belfield
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    Abstract

    Using linked workplace-worker data for the UK, a number of hypotheses are tested related to individual gender and the gender composition of the workforce. The proportion of female workers per establishment is strongly negatively associated with median workplace pay. There is some evidence that workplace performance (but not employment size or growth) is positively associated with the female-male workforce ratio. For workers, the female wage penalty (which is substantial) is strongly influenced by the female-male workforce ratio. In addition, commensurate with gender discrimination, those who manage female workers receive lower wages but professional workers in the same establishments do not.

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    File URL: http://www.tandfonline.com/doi/abs/10.1080/00036840500048829
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    Bibliographic Info

    Article provided by Taylor & Francis Journals in its journal Applied Economics.

    Volume (Year): 37 (2005)
    Issue (Month): 8 ()
    Pages: 885-891

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    Handle: RePEc:taf:applec:v:37:y:2005:i:8:p:885-891

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    1. Judith K. Hellerstein & David Neumark & Kenneth R. Troske, 2002. "Market Forces and Sex Discrimination," Journal of Human Resources, University of Wisconsin Press, vol. 37(2), pages 353-380.
    2. Idson, Todd L., 1995. "Team production effects on earnings," Economics Letters, Elsevier, vol. 49(2), pages 197-203, August.
    3. Kenneth R. Troske, 1998. "Evidence on the Employer Size-Wage Premium From Worker-Establishment Matched Data," Labor and Demography 9807001, EconWPA.
    4. John M. Abowd & Francis Kramarz & David N. Margolis, 1994. "High Wage Workers and High Wage Firms," NBER Working Papers 4917, National Bureau of Economic Research, Inc.
    5. Machin, Stephen & Stewart, Mark, 1996. "Trade Unions and Financial Performance," Oxford Economic Papers, Oxford University Press, vol. 48(2), pages 213-41, April.
    6. Becker, Gary S., 1971. "The Economics of Discrimination," University of Chicago Press Economics Books, University of Chicago Press, edition 1, number 9780226041162.
    7. Kimberly Bayard & Judith Hellerstein & David Neumark & Kenneth Troske, 1999. "New Evidence on Sex Segregation and Sex Differences in Wages from Matched Employee-Employer Data," NBER Working Papers 7003, National Bureau of Economic Research, Inc.
    8. repec:rus:hseeco:9982 is not listed on IDEAS
    9. McNabb, Robert & Whitfield, Keith, 1998. "The Impact of Financial Participation and Employee Involvement on Financial Performance," Scottish Journal of Political Economy, Scottish Economic Society, vol. 45(2), pages 171-87, May.
    10. Kevin T. Reilly & Tony Wirjanto, 1997. "Does More Mean Less? The Male/Female Wage Gap and the Proportion of Females at the Establishment Level," Working Papers 98001, University of Waterloo, Department of Economics, revised Sep 1997.
    11. Oaxaca, Ronald L. & Ransom, Michael R., 1994. "On discrimination and the decomposition of wage differentials," Journal of Econometrics, Elsevier, vol. 61(1), pages 5-21, March.
    12. Damian Grimshaw, 2000. "Public Sector Employment, Wage Inequality and the Gender Pay Ratio in the UK," International Review of Applied Economics, Taylor & Francis Journals, vol. 14(4), pages 427-448.
    13. Harminder Battu & Clive R. Belfield & Peter J. Sloane, 2003. "Human Capital Spillovers within the Workplace: Evidence for Great Britain," Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford, vol. 65(5), pages 575-594, December.
    14. Belfield, Clive R & Heywood, John S, 2001. " Unionization and the Pattern of Nonunion Wages: Evidence for the UK," Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford, vol. 63(5), pages 577-98, December.
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