Flexible Scheduling and the Gender Wage Gap
Using British data from the 2004 Workplace Employment Relations Survey, the author examines whether and how the relationship between schedule flexibility and wages differs by gender. Using a basic measure of whether the worker has discretion over the start and end times of work, men have more than twice the wage return to flexibility than do women, even within the same firm and detailed occupation. This difference cannot be explained by differences in household responsibilities or by differences in part time work by gender, but gender differences in job authority and autonomy do matter. Differences in the wage returns to this type of flexibility account for 10% of the gender wage gap, which suggests that understanding the underlying cause for the disparity in the returns to flexibility is important for understanding the policy implications of promoting flexible work arrangements.
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Volume (Year): 9 (2009)
Issue (Month): 1 (July)
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References listed on IDEAS
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- John F. Ermisch & Robert E. Wright, 1993. "Wage Offers and Full-Time and Part-Time Employment by British Women," Journal of Human Resources, University of Wisconsin Press, vol. 28(1), pages 111-133.
- Mumford, Karen A. & Smith, Peter N., 2007. "Assessing the Importance of Male and Female Part-Time Work for the Gender Earnings Gap in Britain," IZA Discussion Papers 2981, Institute for the Study of Labor (IZA).
- Elaine McCrate, 2005. "Flexible Hours, Workplace Authority, And Compensating Wage Differentials In The Us," Feminist Economics, Taylor & Francis Journals, vol. 11(1), pages 11-39.
- Nick Bloom & John Van Reenen, 2006. "Management Practices, Work--L ife Balance, and Productivity: A Review of Some Recent Evidence," Oxford Review of Economic Policy, Oxford University Press, vol. 22(4), pages 457-482, Winter. Full references (including those not matched with items on IDEAS)
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