Abstract
ABSTRACTThis paper investigates whether gender differentials in three categories of nonformal educational training that exist among Spanish employees – firm-financed training, public-financed training, and self-financed training – using the Survey on Adult Population Involvement in Learning Activities (AES), conducted in 2011. Although this study finds no gender gap in the probability of overall training participation, there is a negative gap in firm-financed training for women. Since this study does not detect differential preferences for training between Spanish women and men employees, gender discrimination in access to firm-financed training is at the root of this gender gap. While this discrimination does not extend to training returns among employees who take part in firm-financed courses, taking part in such training increases the probability of obtaining a salary increase or promotion, and it is discrimination in the access to firm-financed training that leaves Spanish women employees at a disadvantage.
Highlights
One of the reasons provided in explaining gender discrimination in the labor market is the existence of a gender gap in access to continuing training1
While some studies show that women receive less continuing training than men, some others find no significant differences in the rates of continuing training by gender, or even find a positive training gap for women
This paper has aimed to answer three main questions related to gender differences in continuous training for Spanish workers, using survey data that includes detailed information about respondent training activities
Summary
One of the reasons provided in explaining gender discrimination in the labor market is the existence of a gender gap in access to continuing training. Jones et al (2008), report that women in the UK are more likely to receive continuing training than men (and they point to the importance of distinguishing between different types of continuing training). These authors discriminate amongst on-the-job training, employer-supported off-the-job training, and off-the-job training without employer support. They find that women are more likely to receive training in any and all of the categories mentioned, claiming that characteristics such as sector, occupation, and industry explain this gap, with the exception of the employer-funded off-the-job training category. Using Swiss Labour force Survey data from 2006 and 2009, Backes-Gellner et al (2011) find that being female has a negative effect on the probability of participating in employer-provided training, i.e. training that employers finance, that occurs during working hours, or both
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