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Within-job gender pay inequality in 15 countries

Author

Listed:
  • Andrew M. Penner

    (University of California, Irvine)

  • Trond Petersen

    (University of California, Berkeley)

  • Are Skeie Hermansen

    (University of Oslo
    Stockholm University)

  • Anthony Rainey

    (University of Massachusetts, Amherst)

  • István Boza

    (Centre for Economic and Regional Studies)

  • Marta M. Elvira

    (IESE Business School)

  • Olivier Godechot

    (CRIS-CNRS, Sciences Po
    MaxPo, Sciences Po)

  • Martin Hällsten

    (Stockholm University)

  • Lasse Folke Henriksen

    (Copenhagen Business School)

  • Feng Hou

    (Statistics Canada)

  • Aleksandra Kanjuo Mrčela

    (University of Ljubljana)

  • Joe King

    (Meiji Gakuin University)

  • Naomi Kodama

    (Meiji Gakuin University)

  • Tali Kristal

    (University of Haifa)

  • Alena Křížková

    (Czech Academy of Sciences)

  • Zoltán Lippényi

    (University of Groningen)

  • Silvia Maja Melzer

    (Meiji Gakuin University)

  • Eunmi Mun

    (University of Illinois, Urbana-Champaign)

  • Paula Apascaritei

    (Meiji Gakuin University)

  • Dustin Avent-Holt

    (Augusta University)

  • Nina Bandelj

    (University of California, Irvine)

  • Gergely Hajdu

    (Vienna University of Economics and Business)

  • Jiwook Jung

    (University of Illinois, Urbana-Champaign)

  • Andreja Poje

    (University of Ljubljana)

  • Halil Sabanci

    (Frankfurt School of Finance and Management)

  • Mirna Safi

    (CRIS-CNRS, Sciences Po)

  • Matthew Soener

    (University of Illinois, Urbana-Champaign)

  • Donald Tomaskovic-Devey

    (University of Massachusetts, Amherst)

  • Zaibu Tufail

    (University of California, Irvine)

Abstract

Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of countries. Here, using recent linked employer–employee data from 15 countries, we show that the processes sorting people into different jobs account for substantially less of the gender pay differences than was previously believed and that within-job pay differences remain consequential.

Suggested Citation

  • Andrew M. Penner & Trond Petersen & Are Skeie Hermansen & Anthony Rainey & István Boza & Marta M. Elvira & Olivier Godechot & Martin Hällsten & Lasse Folke Henriksen & Feng Hou & Aleksandra Kanjuo Mrč, 2023. "Within-job gender pay inequality in 15 countries," Nature Human Behaviour, Nature, vol. 7(2), pages 184-189, February.
    • Handle: RePEc:nat:nathum:v:7:y:2023:i:2:d:10.1038_s41562-022-01470-z
    DOI: 10.1038/s41562-022-01470-z
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    References listed on IDEAS

    as
    1. Francine D. Blau & Lawrence M. Kahn, 2017. "The Gender Wage Gap: Extent, Trends, and Explanations," Journal of Economic Literature, American Economic Association, vol. 55(3), pages 789-865, September.
    2. Eva M. Meyersson Milgrom & Trond Petersen & Vemund Snartland, 2001. "Equal Pay for Equal Work? Evidence from Sweden and a Comparison with Norway and the U.S," Scandinavian Journal of Economics, Wiley Blackwell, vol. 103(4), pages 559-583, December.
    3. Meyersson Milgrom, Eva M & Petersen, Trond & Snartland, Vemund, 2001. " Equal Pay for Equal Work? Evidence from Sweden and a Comparison with Norway and the U.S," Scandinavian Journal of Economics, Wiley Blackwell, vol. 103(4), pages 559-583, December.
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