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.

英国同工同酬法案实施近半个世纪后，男性和女性薪酬的趋同缓慢且不彻底。尽管性别工资差距 (GWG) 的趋势趋于趋同，但对于任何特定出生群体来说，性别工资差距随着人们从 20 岁到中年的年龄增长而上升，并随着家庭的形成而增长。因此，GWG 的解释往往侧重于女性在生育后离开有酬工作的时间，以及她们在重返劳动力市场后确定之前工资水平所面临的困难。对于重返兼职工作的女性来说，工资处罚尤其严重。一些人认为，这些模式反映了女性对工作与生活平衡的偏好以及家务劳动分工的传统规范，而另一些人则指出工作场所存在歧视性做法。通过分析 1958 年、1970 年和 1970 年出生于英国的全国代表性队列数据1989/90 这项研究解决了三个知识空白。首先，证据将扩展到比迄今为止研究更晚的年龄的工资和就业。其次，它将向后延伸，探索从童年时期到劳动力市场经验的联系，创新地利用包括生物识别指标在内的未充分利用的材料。第三，我们将能够区分衰老和在历史不同时期出生为男性或女性的影响。这只有在数据跟踪多个队列的情况下才有可能实现。预测群体效应有以下三个原因：(i) 不同时期出生的人一生中会面临不同的劳动力市场和政策条件。例如，1958 年的学生在同工同酬和其他平等机会条款首次实施时就离开了学校，而当 1970 年的学生完成学业时，这些条款已经实施了十年。 (ii) 男性和女性之间的教育差距已经消失甚至逆转，因此不同代际中男性和女性之间的资历回报将发生显着转移。 (iii) 对妇女参与劳动力市场和男子从事家务劳动的态度发生了转变。这些社会规范的变化，加上随之而来的公共政策的变化，为男性和女性创造了以迄今为止不可能的方式将有偿工作、养育子女和休闲结合起来的机会，这给男女的生活选择和收入模式带来了不确定的后果。生命历程。该研究将解决五个相关问题： 1. 生命历程中和出生队列中的 GWG 是什么样的？它在以后的生活中是否会发生变化？对于处于同一生活阶段的人来说，不同群体的情况有何不同？ 2. GWG中有多少是由生命历程中积累的人力资本（资格和工作经验）差异造成的？对于具有相似人力资本属性的男性和女性来说，不同年龄段的工资差距的变化过程有何不同？3。父母身份和照顾责任在男女就业和薪酬差异的出现中发挥什么作用？GWG 如何在生命历程中持续存在？ 4. GWG 有多少归因于男性和女性从事的工作类型，特别是在职业和兼职时间方面？ 5. 童年属性和经历在决定随后的 GWG 方面发挥什么作用？在考虑了成年早期经历后，童年影响是否仍然重要？该研究将对个人一生中的 GWG 进行全面的剖析，以 1958 年的队列为例，直至 61 岁，以及出生跨度为 40 岁的三代人，提供有关工资形成的大量见解，这将有助于努力减轻过去不平等待遇的后果并促进现在和未来的性别平等。