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Workforce gender effects on firm performance and workers' pay: evidence for the UK

  • Clive Belfield
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    Using linked workplace-worker data for the UK, a number of hypotheses are tested related to individual gender and the gender composition of the workforce. The proportion of female workers per establishment is strongly negatively associated with median workplace pay. There is some evidence that workplace performance (but not employment size or growth) is positively associated with the female-male workforce ratio. For workers, the female wage penalty (which is substantial) is strongly influenced by the female-male workforce ratio. In addition, commensurate with gender discrimination, those who manage female workers receive lower wages but professional workers in the same establishments do not.

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    File URL: http://www.tandfonline.com/doi/abs/10.1080/00036840500048829
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    Article provided by Taylor & Francis Journals in its journal Applied Economics.

    Volume (Year): 37 (2005)
    Issue (Month): 8 ()
    Pages: 885-891

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    Handle: RePEc:taf:applec:v:37:y:2005:i:8:p:885-891
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    1. Harminder Battu & Clive R. Belfield & Peter J. Sloane, 2003. "Human Capital Spillovers within the Workplace: Evidence for Great Britain," Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford, vol. 65(5), pages 575-594, December.
    2. Idson, T., 1993. "Team Production Effects on Earnings," Discussion Papers 1993_14, Columbia University, Department of Economics.
    3. Judith K. Hellerstein & David Neumark & Kenneth R. Troske, 2002. "Market Forces and Sex Discrimination," Journal of Human Resources, University of Wisconsin Press, vol. 37(2), pages 353-380.
    4. Stephen Machin & M Stewart, 1995. "Trade Unions and Financial Performance," CEP Discussion Papers dp0242, Centre for Economic Performance, LSE.
    5. Abowd, J.M. & Kramarz, F. & Margolis, D.N., 1995. "High-Wage Workers and High-Wage Firms," Cahiers de recherche 9503, Centre interuniversitaire de recherche en ├ęconomie quantitative, CIREQ.
    6. Kenneth R Troske & Kimberly N Bayard & Judith Hellerstein & David Neumark, 1998. "New Evidence On Sex Segregation And Sex Differences In Wages From Matched Employee-Employer Data," Working Papers 98-18, Center for Economic Studies, U.S. Census Bureau.
    7. Kenneth R Troske, 1994. "Evidence on the Employer Size-Wage Premium From Worker-Establishment Matched Data," Working Papers 94-10, Center for Economic Studies, U.S. Census Bureau.
    8. Becker, Gary S., 1971. "The Economics of Discrimination," University of Chicago Press Economics Books, University of Chicago Press, edition 2, number 9780226041162.
    9. Belfield, Clive R & Heywood, John S, 2001. " Unionization and the Pattern of Nonunion Wages: Evidence for the UK," Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford, vol. 63(5), pages 577-98, December.
    10. Oaxaca, Ronald L. & Ransom, Michael R., 1994. "On discrimination and the decomposition of wage differentials," Journal of Econometrics, Elsevier, vol. 61(1), pages 5-21, March.
    11. Damian Grimshaw, 2000. "Public Sector Employment, Wage Inequality and the Gender Pay Ratio in the UK," International Review of Applied Economics, Taylor & Francis Journals, vol. 14(4), pages 427-448.
    12. McNabb, Robert & Whitfield, Keith, 1998. "The Impact of Financial Participation and Employee Involvement on Financial Performance," Scottish Journal of Political Economy, Scottish Economic Society, vol. 45(2), pages 171-87, May.
    13. repec:rus:hseeco:9982 is not listed on IDEAS
    14. Kevin Reilly & Tony Wirjanto, 1999. "Does More Mean Less? The Male/Female Wage Gap and the Proportion of Females at the Establishment Level," Canadian Journal of Economics, Canadian Economics Association, vol. 32(4), pages 906-929, August.
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