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Gender pay gaps among highly educated professionals — Compensation components do matter

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  • Grund, Christian

Abstract

Making use of panel data from a survey of highly educated professionals, gender pay gaps are explored with regard to total compensation as well as to individual compensation components. The results indicate meaningful male–female wage differentials for this quite homogeneous group of people working in one specific industry: in particular for more experienced employees in higher positions of firm hierarchies with children. Gender pay gaps are much more pronounced for bonus payments than they are for fixed salaries.

Suggested Citation

  • Grund, Christian, 2015. "Gender pay gaps among highly educated professionals — Compensation components do matter," Labour Economics, Elsevier, vol. 34(C), pages 118-126.
    • Handle: RePEc:eee:labeco:v:34:y:2015:i:c:p:118-126
    DOI: 10.1016/j.labeco.2015.03.010
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    Cited by:

    1. Christian Grund & Tanja Hofmann, 2019. "The dispersion of bonus payments within and between firms," Journal of Business Economics, Springer, vol. 89(4), pages 417-445, June.
    2. Gerst, Benedikt & Grund, Christian, 2020. "Gender-Specific Duration of Parental Leave and Current Earnings," IZA Discussion Papers 13216, Institute of Labor Economics (IZA).
    3. Matthias Klumpp, 2018. "How to Achieve Supply Chain Sustainability Efficiently? Taming the Triple Bottom Line Split Business Cycle," Sustainability, MDPI, vol. 10(2), pages 1-23, February.
    4. Erica G. Birk & Logan M. Lee & Glen R. Waddell, 2019. "Overlapping Marathons: What Happens to Female Pace When Men Catch Up?," Southern Economic Journal, John Wiley & Sons, vol. 86(2), pages 823-838, October.
    5. Collischon Matthias, 2019. "Is There a Glass Ceiling over Germany?," German Economic Review, De Gruyter, vol. 20(4), pages 329-359, December.
    6. Gerst, Benedikt & Grund, Christian, 2017. "Career Interruptions and Current Earnings: The Role of Interruption Type, Compensation Component, and Gender," IZA Discussion Papers 10713, Institute of Labor Economics (IZA).
    7. Boris Hirsch & Philipp Lentge, 2022. "Non‐base compensation and the gender pay gap," LABOUR, CEIS, vol. 36(3), pages 277-301, September.
    8. Santos, Sérgio P. & São José, José M.S., 2018. "Measuring and decomposing the gender pay gap: A new frontier approachAuthor-Name: Amado, Carla A.F," European Journal of Operational Research, Elsevier, vol. 271(1), pages 357-373.
    9. Maria Rouziou, 2019. "The contingent value of pay inequalities in sales organizations: integrating literatures in economics, management, and psychology," AMS Review, Springer;Academy of Marketing Science, vol. 9(3), pages 184-204, December.
    10. Vu, Tien Manh & Yamada, Hiroyuki, 2017. "Decomposing Gender Equality along the Wage Distribution in Vietnam during the Period 2002–14," AGI Working Paper Series 2017-04, Asian Growth Research Institute.
    11. Adamus, Magdalena & Mikušková, Eva Ballová, 2020. "Gender-based wage discrimination and the backlash effect in recruitment and dismissal processes Experimental evidence from Slovakia," OSF Preprints 4y6uc, Center for Open Science.
    12. Boris Hirsch & Philipp Lentge, 2021. "Non-Base Compensation and the Gender Pay Gap," Working Paper Series in Economics 404, University of Lüneburg, Institute of Economics.
    13. Bredemeier, Christian, 2019. "Gender Gaps in Pay and Inter-Firm Mobility," IZA Discussion Papers 12785, Institute of Labor Economics (IZA).
    14. David J Maume & Orlaith Heymann & Leah Ruppanner, 2019. "National Board Quotas and the Gender Pay Gap among European Managers," Work, Employment & Society, British Sociological Association, vol. 33(6), pages 1002-1019, December.
    15. Anica Rose, 2017. "Subjective Appraisals of Employee Potential: Do Gender and Managerial Level Matter?," Working Papers Dissertations 22, Paderborn University, Faculty of Business Administration and Economics.
    16. Benedikt Gerst & Christian Grund, 2023. "Gender-Specific Duration of Parental Leave and Current Earnings," Work, Employment & Society, British Sociological Association, vol. 37(1), pages 215-235, February.
    17. Maryna Tverdostup & Tiiu Paas, 2019. "Valuation Of Human Capital And The Gender Wage Gap In Europe," University of Tartu - Faculty of Economics and Business Administration Working Paper Series 118, Faculty of Economics and Business Administration, University of Tartu (Estonia).
    18. Filandri, Marianna & Pasqua, Silvia, 2019. "Gender discrimination in academic careers in Italy," Department of Economics and Statistics Cognetti de Martiis. Working Papers 201921, University of Turin.
    19. Matthias Klumpp, 2017. "Do Forwarders Improve Sustainability Efficiency? Evidence from a European DEA Malmquist Index Calculation," Sustainability, MDPI, vol. 9(5), pages 1-33, May.
    20. Hirsch, Boris & Lentge, Philipp, 2021. "Non-Base Compensation and the Gender Pay Gap," IZA Discussion Papers 14551, Institute of Labor Economics (IZA).
    21. John S. Heywood & Daniel Parent, 2017. "Performance Pay, the Gender Gap, and Specialization within Marriage," Journal of Labor Research, Springer, vol. 38(4), pages 387-427, December.
    22. Stefan Schmid & Sebastian Baldermann, 2021. "CEOs’ International Work Experience and Compensation," Management International Review, Springer, vol. 61(3), pages 313-364, June.

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    More about this item

    Keywords

    Bonus payments; Fixed salaries; Gender wage gap; Management compensation;
    All these keywords.

    JEL classification:

    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods

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