Assessing the Impact of Wage Bargaining and Worker Preferences on the Gender Pay Gap in Ireland Using the National Employment Survey 2003
AbstractThis paper assesses the magnitude and nature of the gender pay gap in Ireland using the National Employment Survey 2003, an employeremployee matched dataset. The results suggest that while a wage bargaining system centred around social partnership was of benefit to females irrespective of their employment status, the minimum wage mechanism appears to improve the relative position of part-time females only. Trade union membership was associated with a widening gender pay gap in the full-time labour market and a narrowing differential among part-time workers. In relation to the motivations for working part-time, which help us to account for selection into part-time employment, our results indicate that when these factors are incorporated into the part-time decomposition, the previously observed wage gap is eliminated.
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Bibliographic InfoPaper provided by Economic and Social Research Institute (ESRI) in its series Papers with number WP317.
Date of creation: Sep 2009
Date of revision:
Gender wage gap; Wage bargaining regime; Full-time/part-time labour markets; Linked employer-employee data; Ireland;
This paper has been announced in the following NEP Reports:
- NEP-ALL-2009-10-03 (All new papers)
- NEP-BEC-2009-10-03 (Business Economics)
- NEP-LAB-2009-10-03 (Labour Economics)
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