A gender earnings gap has persisted for many years in the United States. This gap is somewhat remarkable in light of reductions in gender-related occupational segregation, the narrowing of human capital differences between women and men, and government and employer-initiated efforts to enhance opportunities for women. In this article we argue that federal employment laws and current oversight mechanisms help maintain the gender earnings gap by encouraging small, separate, parts: pay discrimination, hiring discrimination, and job placement discrimination (including discrimination in promotions).
Download Info
To download:
If you experience problems downloading a file, check if you have the
proper application to
view it first. Information about this may be contained
in the File-Format links below. In case of further problems read
the IDEAS help
file. Note that these files are not on the IDEAS
site. Please be patient as the files may be large.
Publisher Info
Paper provided by University Library of Munich, Germany in its series MPRA Paper with number
9310.
Length: Date of creation: 2002 Date of revision: Publication status: Published in Cornell Journal of Law and Public Policy 1.12(2002): pp. 169-200 Handle: RePEc:pra:mprapa:9310
Find related papers by JEL classification: J7 - Labor and Demographic Economics - - Labor Discrimination
References listed on IDEAS Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.: