Analysis of Gender Wage Gap in Lithuania

• Autorzy: Agne Lauzadyte-Tutliene , Paulina Mikuciauskaite
• Języki publikacji: EN

Abstrakty

EN

This study aims to discern and quantify the personal and labour market characteristics, which are most relevant to the persistence of a gender wage gap in Lithuania. The Oaxaca-Blinder model, employed in this study, revealed the largest explained gender wage gap to be attributable to the characteristics of occupation and industry. These contribute to the gap mainly by the horizontal and vertical segregation effects, as women are more concentrated in typically 'feminine' jobs, which pay less. The educational attainment of women is slightly higher than that of men, and this reduces the gender wage gap in the Lithuanian labour market. The analysis also revealed that work in the public sector entails an increase in the gap despite greater wage transparency and a more regulated remuneration mechanism. This is due to the 'glass ceiling' effect or the pervasive resistance to the efforts of female workers to reach the top rank positions, which we find to be stronger in the public sector. (original abstract)

Słowa kluczowe

EN

Wage discrimination; Gender gap

PL

Dyskryminacja płacowa; Różnica między płciami

• Czasopismo: Economics & Sociology
• Rocznik: 2022
• Tom: 15
• Numer: nr 2
• Strony: 172--185

Twórcy

autor

Agne Lauzadyte-Tutliene

• Vilnius University, Lithuania

autor

Paulina Mikuciauskaite

• Vilnius University, Lithuania

Bibliografia

• Androniceanu, A., & Georgescu, I. (2022). E-participation in Europe: a comparative perspective. Public Administration Issues, 5(1), 7-29. doi: 10.17323/1999-5431-2022-0-5-7-29.
• Androniceanu, A., Georgescu, I., & Mirică (Dumitrescu), C. O. (2022a). Social protection in Europe, a comparative and correlative research. Administratie si Management Public, 38, 31-45. Doi: 10.24818/amp/2022.38-02
• Androniceanu, A., Georgescu, I., & Kinnunen, J. (2022b). Public administration digitalization and corruption in the EU member states. A comparative and correlative research analysis. Transylvanian Review of Administrative Sciences, 65(E), 5-22.
• Bennedsen, M., Simintzi, E., Tsoutsoura, M., & Wolfenzon, D. (2019). Do firms respond to gender pay gap transparency? NBER working paper series. No 25435
• Bettio, F., Verashchagina, A. (2009). Gender segregation in the labour market: root causes, implications and policy responses in Europe. European Commission's Expert Group on Gender and Employment (EGGE).
• Blau, F. D., & Kahn, L. M. (2017). The Gender Wage Gap: Extent, Trends, and Explanations. Journal of Economic Literature, 55(3), 789-865.
• Blau, F. D., & Kahn, L. M. (2000). Gender differences in pay. Journal of Economic perspectives, 14(4), 75-99.
• Blinder, A. S. (1973). Wage discrimination: Reduced form and structural estimates. Journal of Human Resources, 8, 436-455.
• Boll, Ch., & Lagemann A. (2018). Gender pay gap in EU countries based on SES (2014). European Commission.
• Blundell, R., Dearden, L., & Sianesi, B. (2001). Estimating the returns to education: Models, methods and results. Centre for the Economics of Education. London School of Economics.
• Castagnetti, C., & Giorgetti, M.L. (2019). Understanding the gender wage-gap differential between the public and private sectors in Italy: A quantile approach. Economic Modelling. 78, 240-261.
• Congregado, E., Gałecka-Burdziak, E., Golpe, A. A., & Pater, R. (2021). Separating aggregate discouraged and added worker effects: the case of a former transition country. Oeconomia Copernicana, 12(3), 729-760. https://doi.org/10.24136/oc.2021.024.
• Damir, C. (2018). Wage distribution and firm size: The case of the United States. International Labour Review, 157(3), 357-377.
• Danková, D., Halásková, R., & Šebo, J. (2022). Fiscal and redistributive impacts of the introduction of dynamic components in maternity benefits. Equilibrium. Quarterly Journal of Economics and Economic Policy, 17(1), 103-131. https://doi.org/10.24136/eq.2022.005.
• Dmytrów, K., & Bieszk-Stolorz, B. (2021). Comparison of changes in the labour markets of post-communist countries with other EU member states. Equilibrium. Quarterly Journal of Economics and Economic Policy, 16(4), 741-764. https://doi.org/10.24136/eq.2021.027.
• Eurostat. (2014). Structure of Earnings Survey 2014. Eurostat's arrangements for implementing the Council Regulation 530/1999, the Commission Regulations 1916/2000 and 1738/2005.
• Fleischhauer, K.J. (2007). A Review of Human Capital Theory: Microeconomics (January 2007). University of St. Gallen, Department of Economics Discussion. Paper No. 2007-01.
• Kitagawa, E.M. (1955). Components of a difference between two rates. Journal of the American Statistical Association. 50(272), 1168-1194.
• Kobylińska, U., & Lavios, J. J. (2020). Development of research on the university entrepreneurship ecosystem: trends and areas of interest of researchers based on a systematic review of literature. Oeconomia Copernicana, 11(1), 117-133. https://doi.org/10.24136/oc.2020.005.
• Goldin, C. (2015). Hours Flexibility and the Gender Gap in Pay. Center for American Progress.
• Heinze, A. (2006). Gender Earnings Gap in German Firms: The Impact of Firm Characteristics and Institutions. ZEW - Centre for European Economic Research Discussion. Paper No. 06-020.
• Hlavac, M. (2014). Oaxaca: Blinder-Oaxaca Decomposition in R. Central European Labour Studies Institute (CELSI).
• ILO. (2018). Global Wage Report 2018/19: What lies behind gender pay gaps. International Labour Organization.
• IWPR. (2018). The Gender Wage Gap by Occupation 2017 and by Race and Ethnicity. Institute for Women's Policy Research.
• Kleven, H., Landais, C., Sogaard, J. E. (2019). Children and gender inequality: evidence from Denmark. American Economic Journal: Applied Economics, 11(4), 181-209.
• Leythienne, D., Ronkowskia, P. (2018). A decomposition of the unadjusted gender pay gap using Structure of Earnings Survey data. Eurostat. Statistical Working Papers.
• Matuszewska-Janica, A., & Witkowska, D. (2021). Differences between determinants of men and women monthly wages across fourteen European Union states. Equilibrium. Quarterly Journal of Economics and Economic Policy, 16(3), 503-531. https://doi.org/10.24136/eq.2021.018.
• Nordic Council of Ministers. (2011). Nordic Economic Policy Review : Productivity and competitiveness.
• Oaxaca, R. (1973). Male-Female Wage Differentials in Urban Labour Markets. International Economic Review. 14(3), 693-709.
• OECD. (1999). Development Co-operation Report 1998: Efforts and Policies of the Members of the Development Assistance Committee. OECD Publishing, Paris.
• OECD. (2001). The Well-being of Nations: The Role of Human and Social Capital. OECD Publishing, Paris.
• OECD. (2018). Gender pay gaps for full-time workers and earnings differentials by educational attainment. OECD Social Policy Division, Directorate of Employment, Labour and Social Affairs.
• Olson, J. E. (2013). Human capital models and the gender pay gap. Sex Roles: A Journal of Research, 68(3-4), 186-197.
• Polachek., S. W. (2004). How the Human Capital Model Explains Why the Gender Wage Gap Narrowed. State University of New York at Binghamton; National Bureau of Economic Research (NBER); IZA Institute of Labor Economics.
• Simón, H. (2012). The gender gap in earnings: an international comparison with European matched employer-employee data. Applied Economics. 44(15), 1985-1999.
• Walter, Y. O., Todd L. I. (1999). Chapter 33 Firm size and wages. Handbook of Labor Economics, Elsevier. 3(B), 2165-2214.
• Žiogelytė, L. (2012). Vyrų ir moterų darbo užmokesčio skirtumų Lietuvoje vertinimas. Ekonomika ir vadyba: aktualijos ir perspektyvos, 2(26), 6-16.

Identyfikatory

DOI

10.14254/2071-789X.2022/15-2/11