Off to a slow start: which workplace policies can limit gender pay gaps across firm tenure?

IF 3.2 2区经济学 Q1 ECONOMICS

Socio-Economic Review Pub Date : 2023-10-03 DOI:10.1093/ser/mwad055

Anne-Kathrin Kronberg, Anna Gerlach

引用次数: 0

Abstract

Much of the gender pay gap is generated within workplaces, making it paramount to understand which workplace policies effectively address gaps. Our article asks when policies limit gender pay gaps across employee tenure to identify potential temporal weak points. We analyze a representative panel of 10,000 establishments with over 850,000 employees using the 2005–19 waves of German-linked employer–employee data (LIAB). Two key findings emerge. First, a temporal perspective on workplace policies reveals that no policy under study—formalization, identity-based career programs, and child care assistance—reduces gender pay gaps at hire. Instead, policies only address additional disparities that accumulate after hire. Second, only identity-based career programs narrow gender disparities for all women. In contrast, seemingly gender-neutral formalization is insufficient, while providing employer-sponsored child care has mixed effects depending on employees’ education. We conclude by discussing the implications of these findings for organizational policy and future research.

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慢速开始:哪些职场政策可以限制公司任期内的性别薪酬差距?

性别薪酬差距在很大程度上是在工作场所产生的，因此了解哪些工作场所政策能有效解决性别差距至关重要。我们的文章询问政策何时限制员工任期内的性别薪酬差距，以确定潜在的时间弱点。我们使用2005-19年德国相关雇主-雇员数据(LIAB)对拥有超过85万名员工的10,000家企业的代表性小组进行了分析。有两个主要发现。首先，从工作场所政策的时间角度来看，研究中没有一项政策——正规化、基于身份的职业计划和儿童保育援助——能减少雇佣时的性别收入差距。相反，政策只能解决雇佣后积累的额外差距。其次，只有基于身份的职业规划才能缩小所有女性的性别差距。相比之下，看似性别中立的正规化是不够的，而提供雇主赞助的托儿服务，根据员工的教育程度产生了不同的效果。最后，我们讨论了这些发现对组织政策和未来研究的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Socio-Economic Review Multiple-

CiteScore

6.80

自引率

10.80%

发文量

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