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New workplace practices and the gender wage gap

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Author Info

  • Datta Gupta, Nabanita

    ()
    (Department of Economics, Aarhus School of Business)

  • Tor, Eriksson

    ()
    (Department of Economics, Aarhus School of Business)

Abstract

We explore the effect of introducing new workplace practices on the gender gap using a unique 1999 survey on work and compensation practices of Danish private sector firms merged to a large matched employer-employee database. Self-managed teams, project organisation and job rotation schemes are the most widely implemented work practices. Wage gains from adopting new workplace practices accrue mainly to hourly paid males and salaried females but do not generate large changes in the gender gap in pay at the level of the firm. Considering practices individually, however, the gender wage gap among salaried workers is significantly reduced in firms which offer job rotation and project organisation, while among hourly paid workers the use of quality control circles significantly widens the gap in pay between male and female workers.

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File URL: http://www.hha.dk/nat/wper/04-18_ndgte.pdf
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Bibliographic Info

Paper provided by University of Aarhus, Aarhus School of Business, Department of Economics in its series Working Papers with number 04-18.

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Length: 37 pages
Date of creation: 02 Sep 2005
Date of revision:
Handle: RePEc:hhs:aareco:2004_018

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Postal: The Aarhus School of Business, Prismet, Silkeborgvej 2, DK 8000 Aarhus C, Denmark
Phone: +45 89 486396
Fax: +45 8615 5175
Web page: http://www.asb.dk/departments/nat.aspx
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Related research

Keywords: new work practices; employer-employee data; wage differentials; gender;

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References

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  1. Lausten, M., 2001. "Gender differences in managerial compensation - Evidences from Denmark," Papers, Aarhus School of Business - Department of Economics 01-4, Aarhus School of Business - Department of Economics.
  2. Sandra E. Black & Lisa M. Lynch, 2004. "What's driving the new economy?: the benefits of workplace innovation," Economic Journal, Royal Economic Society, Royal Economic Society, vol. 114(493), pages F97-F116, 02.
  3. Daniel Parent, 1997. "Methods of Pay and Earnings: A Longitudinal Analysis," CIRANO Working Papers, CIRANO 97s-14, CIRANO.
  4. Nabanita Datta Gupta & Donna S. Rothstein, 2005. "The Impact of Worker and Establishment-level Characteristics on Male-Female Wage Differentials: Evidence from Danish Matched Employee-Employer Data," LABOUR, CEIS, CEIS, vol. 19(1), pages 1-34, 03.
  5. Jaume Garcia Villar & Pedro J. Hernández & Ángel López-Nicolás, 2002. "An investigation of the relationship between job characteristics and the gender wage gap," Economics Working Papers 627, Department of Economics and Business, Universitat Pompeu Fabra.
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Cited by:
  1. Heinze, Anja & Wolf, Elke, 2006. "Gender Earnings Gap in German Firms: The Impact of Firm Characteristics and Institutions," ZEW Discussion Papers 06-20, ZEW - Zentrum für Europäische Wirtschaftsforschung / Center for European Economic Research.

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