The Structure of the Female/Male Wage Differential: Is It Who You Are, What You Do, or Where You Work?

Erica Groshen

Journal of Human Resources, 1991, vol. 26, issue 3, 457-472

Abstract: The efficacy of policies to narrow the male/female wage differential depends partly on the size of the portion(s) of the gap targeted. Previous research finds no between-sex wage gap within occupations within employer (job-cell). This is the first study to disentangle segregation by occupation from that based on employer or on job-cell. In five industries, controlling for other forms of segregation, occupational segregation produces a gap of 11 percent (manufacturing) to 26 percent (services). The wage gaps from establishment and job-cell segregation are about 6 percent each. Since comparable worth acts on the occupation and job-cell components, it has a potentially large impact.

Date: 1991
References: Add references at CitEc
Citations: View citations in EconPapers (205)

Downloads: (external link)
http://www.jstor.org/stable/pdfplus/146021
A subscription is required to access pdf files. Pay per article is available.

Related works:
Working Paper: The structure of the female/male wage differential: is it who you are, what you do, or where you work? (1987)
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:uwp:jhriss:v:26:y:1991:i:3:p:457-472

Access Statistics for this article

More articles in Journal of Human Resources from University of Wisconsin Press
Bibliographic data for series maintained by ().