The Structure of the Female/Male Wage Differential: Is It Who You Are, What You Do, or Where You Work?
AbstractThe efficacy of policies to narrow the male/female wage differential depends partly on the size of the portion(s) of the gap targeted. Previous research finds no between-sex wage gap within occupations within employer (job-cell). This is the first study to disentangle segregation by occupation from that based on employer or on job-cell. In five industries, controlling for other forms of segregation, occupational segregation produces a gap of 11 percent (manufacturing) to 26 percent (services). The wage gaps from establishment and job-cell segregation are about 6 percent each. Since comparable worth acts on the occupation and job-cell components, it has a potentially large impact.
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Bibliographic InfoArticle provided by University of Wisconsin Press in its journal Journal of Human Resources.
Volume (Year): 26 (1991)
Issue (Month): 3 ()
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Web page: http://jhr.uwpress.org/
Other versions of this item:
- Erica L. Groshen, 1987. "The structure of the female/male wage differential: is it who you are, what you do, or where you work?," Working Paper 8708, Federal Reserve Bank of Cleveland.
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