Are women paid less than men when they hold comparable jobs? Is there gender bias in the way wages are set? Or can wage differences between men and women be explained by legitimate market forces? Pay Equity: Empirical Inquiries answers these questions in 10 original research papers.
The papers explore race- and gender-based differences in wages, at the level both of individuals and of occupations. They also assess the effects of the implementation of comparable worth plans for private firms, states, and—on an international level—for Australia, Great Britain, and the United States.
- Pay Equity
- Copyright
- Contents
- PREFACE
- ACKNOWLEDGMENTS
- WORKSHOP PARTICIPANTS
- PANEL MEMBERS
- RESEARCHERS
- DISCUSSANTS
- STAFF
- GUESTS
- PAY EQUITY: ASSESSING THE ISSUES
- THE EMPERICAL INQUIRIES
- Gender Differences in Wages: Wage Determination for Individuals
- Male-Female Salaries and Promotions in a Large, Private Firm
- Occupational Segregation and Earnings
- Labor Market Crowding and Earnings of Women
- Sex-Role, Occupational Choice, and Salary
- Jobs and Occupations as the Unit of Analysis
- Effects of Demographic Composition on Pay Rates for Jobs
- Occupational Differences and Earnings
- Implementation of Comparable Worth Policies
- Iowa's Comparable Worth Plan
- Pay Equity in Minnesota
- Women's Pay in Australia, Great Britain, and the United States
- CONCLUSION
- Research Consensus
- Research Needs
- PART I GENDER DIFFERENCES IN WAGES: WAGE DETERMINATION FOR INDIVIDUALS
- 1 Salaries, Salary Growth, and Promotions of Men and Women in a Large, Private Firm
- The Firm
- Method
- Sample and Measures
- Analyses
- Results
- Decomposition of Salary Differences
- Decomposition of Salary Growth Differences
- Decomposition of Promotion Differences
- Effect of Percentage Female
- Discussion
- Acknowledgments
- References
- COMMENTARY
- References
- 2 Measuring the Effect of Occupational Sex and Race Composition on Earnings
- Research Method
- Discussion of the Data
- Empirical Results
- Jobs with a Disproportionate Number of Women and Minorities
- Empirical Results by Industrial Sector
- Summary and Conclusion
- References
- 3 Effects of Excess Supply on the Wage Rates of Young Women
- Investigating Crowding Effects
- Differences in Female Labor Markets
- Differences by Occupation
- Methods
- General Labor Market Variables
- Key Explanatory Variables
- Empirical Results
- Occupation
- Personal Characteristics
- Alternative Causal Explanations
- Conclusions
- Acknowledgments
- References
- 4 The Effects of Sex-Role-Related Factors on Occupational Choice and Salary
- The Occupational Choices of Men and Women
- The Influence of Sex-Role-Related Factors
- Occupational Information
- Self-Confidence
- Risk-Taking Behavior
- Integrating Sex-Role-Related Factors
- Summary and Implications
- References
- PART II JOBS AND OCCUPATIONS AS THE UNIT OF ANALYSIS
- 5 Pay the Man: Effects of Demographic Composition on Prescribed Wage Rates in the California Civil Service
- The Setting
- Hypotheses
- Data and Methods
- The Sample
- Operationalization
- Cross-Sectional Analyses
- Effects of Demographic Composition
- Educational and Experience Requirements
- Penalties Associated with the Presence of Women and Nonwhites in a Job
- Trend Analyses
- Enduring Jobs: Cross-Sectional Regressions, 1979 and 1985
- Comparing 1985 Penalties in Enduring Jobs and Job Births
- Longitudinal Analyses
- Examining the Crowding Hypothesis: The Interaction Between Employment Growth and Changes in Demographic Composition
- Summary and Implications
- Acknowledgments
- References
- COMMENTARY
- Reference
- 6 Comparable Worth, Occupational Labor Markets, and Occupational Earnings: Results from the 1980 Census
- Alternative Theories and Literatures
- Theory and Hypotheses
- Previous Tests of Related Theory
- Method
- Measurement of Job Content
- Measurement of Occupational Labor Market Conditions
- Measurement of Annualized Earnings
- Results
- Descriptive Analyses
- Multivariate Analyses
- Discussion
- Acknowledgments
- References
- 7 Occupational Segregation, Compensating Differentials, and Comparable Worth
- Possible Causes of Sex Differences
- Differences in Productivity
- Differences in Utility Functions
- Discrimination
- Analytic Framework
- Estimation Issues
- The Data
- Estimated Wage Equations
- Results
- Adding Demographic and Personal Characteristics
- Adding the Full Set of "Comparable Worth" Factors
- Results for Other Ethnic Groups
- Changes in Sex Composition
- Summary and Conclusions
- References
- COMMENTARY
- PART III COMPARABLE WORTH IMPLEMENTATION
- 8 Comparable Worth and the Structure of Earnings: The Iowa Case
- Historical Background
- Hypotheses
- Methodology and Data
- Results
- Tabulations
- Human Capital Model
- Comparable Worth Model
- Human Capital-Job Attributes Model
- Predicted Pay Ratios
- Conclusions
- Acknowledgments
- References
- 9 The Impact of Pay Equity on Public Employees: State of Minnesota Employees' Attitudes Toward Wage Policy Innovation
- Policy History
- Content
- Wage Changes and Labor Relations
- Data and Methods
- Survey Design
- Variables
- Support
- Knowledge
- Experience
- Perceived Impact
- Material Position
- Organizational Position
- Ideological Beliefs
- Sample Characteristics
- Findings
- Support
- Knowledge
- Experience
- Perceived Impact
- Discussion
- Acknowledgments
- References
- 10 Women's Pay in Australia, Great Britain, and the United States: The Role of Laws, Regulations, and Human Capital
- Relevance of the Human Capital Model
- Method of Analysis
- Results from the Earnings Equations
- The Importance of Institutions
- Australia
- Britain
- United States
- Employment and Unemployment
- Conclusions
- References
- Appendix: Definition of Variables Used in the Regression Equations
- Australia
- Education Variables
- Experience
- Children
- Area
- Marital Status
- Great Britain
- Education Variables
- Experience
- Children
- Area
- Marital Status
- United States
- Education Variables
- Experience
- Children
- Area
- Marital Status
- COMMENTARY
- BIOGRAPHICAL SKETCHES OF CONTRIBUTORS
- INDEX
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