Changes in the gender wage gap and the returns to firm specific human capital

Frank Walsh and Eric Strobl ()

No 199907, Working Papers from School of Economics, University College Dublin

Abstract: If employers believe females are more likely to separate from a job than males, efficient cost sharing of on-the-job training implies that females will have higher returns to tenure. Becker and Lindsay (1994) argue that this is true empirically. (1994). Updating the analysis we find that that there is no longer a difference in the probability of leaving jobs or in returns to tenure by gender. Differences in contracts to finance on the job training can no longer explain any of the “discrimination” component in the gender wage gap.

Keywords: Wage differentials; Gender gap; Tenure; Wage differentials; Discrimination in employment; Wages--Sex differences (search for similar items in EconPapers)
Date: 1999-03
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http://hdl.handle.net/10197/915 First version, 1999 (application/pdf)

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Working Paper: Changes in the Gender Wage Gap and the Returns to Firm Specific Human Capital (1999)
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