How Does the Gender Wage Gap Vary Over the Life Course and Across Cohorts?

性别工资差距在生命历程中和不同群体之间有何变化？

基本信息

批准号：
ES/S012583/1
负责人：
Alexander Bryson
金额：
$ 60.28万
依托单位：
University College London
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2019
资助国家：
英国
起止时间：
2019 至无数据
项目状态：
未结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FS012583%2F1
关键词：
How Does Gender Wage Gap

项目摘要

Nearly half a century after Britain's Equal Pay Act the convergence of men's and women's pay is slow and incomplete. Although the trend in the gender wage gap (GWG) is towards convergence, for any given birth cohort the GWG rises as people age from their twenties to mid-life, growing upon family formation. Thus, explanations of the GWG tend to focus on the time women spend away from paid work after childbirth and the difficulties they face in establishing their previous pay level on returning to the labour market. Pay penalties are particularly pronounced for women returning to part-time employment. Some people maintain that these patterns reflect women's preferences for work-life balance and conventional norms about the division of domestic labour, while others point to discriminatory practices in the workplace.By analysing nationally representative cohort data for people born in Britain in 1958, 1970 and 1989/90 this study addresses three gaps in knowledge. First, evidence will be extended to wages and employment at later ages than has been studied hitherto. Second, it will be extended backwards to explore linkages from childhood years to labour market experience, making innovative use of under-utilised material including biometric indicators. Third, we will be able to distinguish between the effects of ageing and of having been born male or female at different points in history. This is something that is only possible with data tracking more than one cohort. There are three reasons to anticipate cohort effects:(i) People born at different times are exposed to different labour market and policy conditions during their lifetimes. For instance, the 1958 cohort left school when the Equal Pay and other Equal Opportunities provisions were first being implemented whereas these had been in place for a decade when the 1970 cohort finished school. (ii) The education gap between men and women has disappeared and even reversed, such that the pay-off due to qualifications will have shifted markedly between men and women across the generations. (iii) Attitudes to women's participation in the labour market and to men's in domestic labour have shifted. These changes in social norms, together with attendant changes in public policy, have created opportunities for men and women to combine paid work, parenthood and leisure in ways not hitherto possible, with uncertain consequences for the life choices and earnings patterns of men and women across the life course. The study will address five related questions: 1. What does the GWG look like over the life course and across birth cohorts? Does it change later in life and how does it compare across cohorts for people at the same points in their life? 2. How much of the GWG is accounted for by differences in human capital (qualifications and work experience) accumulated over the life course? How different does the course of the wage gap look across ages for men and women with similar human capital attributes?3. What role do parenthood and caring responsibilities play in the emergence of differences between men and women in employment and pay and how the GWG persists over the life-course? 4. How much of the GWG is attributable to the sorts of jobs undertaken by men and women, particularly in respect of occupation and part-time hours? 5. What role do childhood attributes and experiences play in determining the subsequent GWG and do childhood influences still matter having accounted for early adulthood experiences? The study will provide a comprehensive anatomy of the GWG across individuals' life-times, up to the age of 61 in the case of the 1958 cohort, and across three generations with births spanning 40 years, offering numerous insights into wage formation which will assist in efforts to mitigate the consequences of unequal treatment in the past and promote gender equality in the present and future.

在英国同等薪酬法案后将近半个世纪，男子和妇女工资的融合缓慢而不完整。尽管性别工资差距（GWG）的趋势是趋向于融合，但对于任何给定的出生队列，GWG随着人们的年龄从二十多岁到中年而上升，随着家庭形成的增长。因此，对GWG的解释倾向于集中于妇女在分娩后花在有偿工作的时间以及她在返回劳动力市场时遇到的困难。薪水罚款特别明显，因为妇女返回兼职工作。有人认为，这些模式反映了妇女对家庭劳动分工的工作与生活平衡和常规规范的偏好，而其他人则指出了在工作场所中的歧视性实践。通过分析1958年，1970年，1970年和1989/90在英国出生的国家的全国代表性同类数据，这项研究解决了三个知识方面的差距。首先，比迄今为止研究的证据将扩展到以后的工资和就业。其次，它将向后扩展，以探索从童年时代到劳动力市场经验的联系，从而创新使用不足的材料，包括生物识别指标。第三，我们将能够区分衰老的影响和在历史上不同地位出生的男性或女性的影响。只有数据跟踪多个同类群体才有可能。预期队列效应的原因有三个：（i）在不同时间出生的人一生都面临着不同的劳动力市场和政策状况。例如，1958年的队列离开了学校，当时同等的薪水和其他平等机会的规定首先实施，而这些规定已经在1970年的队列完成学校时已经持续了十年。（ii）男女之间的教育差距已经消失甚至逆转，因此由于资格所产生的回报将在几代人之间的男女之间发生明显变化。（iii）对妇女参与劳动力市场和男性在国内劳动力的态度发生了变化。社会规范的这些变化以及公共政策的随之变化，为男人和女人创造了机会，以迄今为止不可能的方式将有偿工作，育儿和休闲相结合，对整个生活过程中男人和女性的生活选择和收入模式产生了不确定的后果。该研究将解决五个相关问题：1。在人生过程中和整个出生队列中，GWG的样子是什么样的？它在以后的生活中会发生变化吗？它如何比较人生中同一时刻的人群？ 2。在人生过程中积累的人力资本（资格和工作经验）的差异所解释了多少GWG？工资差距在年龄段的男性和女性具有相似人力资本属性的年龄之间有何不同？3。育儿和关怀责任在男女在就业和薪水中的差异以及GWG如何在生命过程中持续存在什么作用？ 4。多大的GWG归因于男人和女人从事的各种工作，特别是在职业和兼职时间？ 5.童年属性和经验在确定随后的GWG和童年的影响方面扮演什么角色，是否占了成年早期经历的重要性？这项研究将在1958年的队列中以及在三代人的三代中，出生40年的三代人，在61岁之间提供全面的GWG解剖结构，为工资形成提供了许多见解，这将有助于减轻过去和促进现在和未来的性别等值的后果。