Salary Gap Research Articles

Assessment of Differences in Academic Rank and Salary by Gender and Race Among United States Academic Radiation Oncologists

Assessment of Differences in Academic Rank and Salary by Gender and Race Among United States Academic Radiation Oncologists

Asians Don’t Ask? The Bamboo Ceiling in Starting Salary

Well-educated and prosperous, Asians are commonly viewed as the “model minority” in the United States. We challenge this rosy view by revealing a “Bamboo Ceiling” in starting salary. We analyzed a unique dataset of 19 class years of MBA students who accepted full-time job offers in the United States. When considered under the larger “Asian” umbrella, Asians appeared to have starting salaries equally high as Whites. However, a striking gap emerged when we distinguished among East Asians (e.g., Chinese, Japanese), Southeast Asians (e.g., Singaporeans, Vietnamese), and South Asians (e.g., Indians, Pakistanis): East/Southeast Asians had the lowest starting salary of all ethnicities, whereas South Asians had the highest. This salary gap was mediated by East/Southeast Asians’ propensity to not negotiate because of higher relational concerns. In support of this mechanism of negotiation propensity, we identified industry as a boundary condition, such that the salary gap was not observed for consulting jobs, where MBA job offers are usually standard and non-negotiable. The salary gap between East/Southeast Asians and South Asians for non-consulting jobs was estimated to be $4,915/year (in Year 2019 dollars), a remarkable difference that can compound over one’s career. These results were robust after controlling for variables such as nationality and GPA. In revealing important differences within the “Asian” umbrella, this research moves beyond the predominant East-vs-West paradigm in cross-cultural research, and uncovers an overlooked problem underneath Asian prosperity.

Gender differences in teachers’ occupational accidents

The authors stated that the main objective of the current research is to analyze the relationship between the gender of injured teachers and independent variables, such as age, place of the accident, absence days, and severity of the injury, to improve women’s occupational health and safety. Teachers’ accidents recorded in Spain (N = 136,702) from 2003 through 2018 were analyzed by calculating their incidence rates, using statistical tools for independent samples. Gender differences were found in some of the variables studied. Women were more likely to suffer an occupational accident. Compensation per lost working day was found to be statistically lower for women, but no differences based on gender were found in the absence days due to occupational accidents suffered by teachers. The salary gap should be addressed to avoid gender economic discrimination among injured teachers. Preventive strategies should be developed to mitigate the negative difference caused by gender variables.

A Comparison of Propensity Score and Linear Regression Analysis of Complex Survey Data

We extend propensity score methodology to incorporate survey weights from complex survey data and compare the use of multiple linear regression and propensity score analysis to estimate treatment effects in observational data from a complex survey. For illustration, we use these two methods to estimate the effect of gender on information technology (IT) salaries. In our analysis, both methods agree on the size and statistical significance of the overall gender salary gaps in the United States in four different IT occupations after controlling for educational and job-related covariates. Each method, however, has its own advantages which are discussed. We also show that it is important to incorporate the survey design in both linear regression and propensity score analysis. Ignoring the survey weights affects the estimates of population-level effects substantially in our analysis.

Corporate Social Responsibility and Justice in the Salary Structure: Practice or Symbolism?

Socially responsible companies should provide fair wages and maintain reasonable internal wage gaps as part of a commitment to workers as primary stakeholders of the organization. Our research seeks to clarify the influence of the Corporate Social Responsibility (CSR) system on the salary level of unskilled workers and the magnitude of internal salary gaps between the highest and lowest levels of the organization. We used a sample of 815 companies that are representative of the Chilean business ecosystem and developed a linear regression model with endogenous treatment. Our results show that the declaration of a CSR program positively influences the wage level of unskilled workers but increases the magnitude of internal organizational wage gaps. These findings suggest a partial adherence of companies declaring CSR in terms of commitment to their employees.

The progress of Corporate Social Responsibility from a Gender perspective through the Change Management

In recent years, one of the main priorities of companies has been to adapt their business activity and commercial strategy to be aligned with the 17 Sustainable Development Goals (SDGs) established by the United Nations, in its “2030 Agenda”. To overcome this challenge, companies develop and implement Corporate Social Responsibility (CSR) strategies. One of the objectives that have generated the most interest is Goal 5 dedicated to promoting gender equality. This study analyzes the gender equality evolution in companies as part of CSR through Change Management (CM). To do this, a longitudinal study was carried in the last ten years with an analysis of the content of various reports from four of the most important banks in Spain. The results corroborate the growing interest of the largest Spanish financial institutions in gender equality. Being women's access to employment, salary gap information, and the presence of women on the board of directors a priority. Likewise, the CM appears as a lever for the achievement of the SDGs by the entities, gaining relevance in recent years, and being linked to the strategic approach and business objectives for the development of CSR.

CEO–Employee Pay Gap, Productivity and Value Creation

This study examines the effect of the CEO–employee pay gap on productivity and performance. Using extensive data of 751 constituents of the Standard and Poor’s (S&P) 1500 index between the years 1992–2016, we found a cubic relationship between salary differential and corporate productivity, with a rising gap adversely affecting productivity principally when it is both too low, as well as too high; intermediate pay inequality levels are less influential. A contrast in the productivity effects of the CEO–worker pay gap for firms with high average salaries and more employees was noticeable, whereas positive productivity gains were present even with a high salary gap. Thus, big companies with a highly skilled workforce are able to achieve tangible benefits through higher salary differentiation. On the other hand, companies with lower average salaries and lower capital intensity were characterized by the negative effects of wage dispersion on productivity. As a result, increasing inequality aversion is an important issue affecting performance among smaller, lower skilled labor dependent firms. Additionally, female CEOs had a significant and positive lagged effect on productivity. Finally, firm market valuation was positively stimulated by the increasing pay gap.

The total compensation gap, wage gap and benefit gap between workers with and without a disability

AbstractThe wage gap between workers with and without a disability has been widely documented. However, wages and salaries account for less than 70% of the total hourly cost of compensation for an average U.S. worker. In this study, we construct a measure of total compensation by linking the American Community Survey to a restricted‐access version of the Employer Cost for Employee Compensation database, which contains detailed benefit measures for the years 2008–2014. After controlling for selection into full‐time employment and other observed characteristics, we find that the percentage total compensation gap between full‐time male workers with and without a disability is substantially larger than the percentage wage and salary gap. The opposite pattern is observed for full‐time female workers. Our results suggest that considering only wage and salary may mask the true gaps in total compensation from employment. We also document a persistent benefits gap between workers with and without a disability. We discuss possible explanatory factors for the observed patterns in total compensation and benefit gaps.

Is There Racial Discrimination Within the NBA?

The paper empirically investigates the determinants of salaries and playing time for NBA players, especially aiming to re-examine the existence and trend of racial discrimination on players' wages. This study employs the technique of multiple regression model and the Oaxaca decomposition based on the most recent unbalanced panel data set consisting of 767 White players and 1,234 Black players with a total of 13,372 player-year observations from 1984 to 2019 NBA seasons. The empirical conclusions suggest that Black players seem to receive a higher salary and more playing time than that of their White counterparts, ceteris paribus, indicating the existence of racial discrimination within NBA. Additionally, in contrast with findings of previous literature, racial wage bias persists even becomes more severe over time according to the regression analysis. Furthermore, Oaxaca technique shows that NBA player characteristics such as education, height, positions, and so on indeed play roles in determining players' wages, but these premarket factors only account for a small percentage of salary gaps between Black and White players while the majority part of their salary differences is explained for racial discrimination.

The Spanish Labor Market: A Gender Approach.

The massive incorporation of Spanish women into the labor market is a phenomenon that began in the second half of the 20th century, being many the obstacles that this group has had to overcome to reach the current situation, where getting a job can be an achievement that, in many cases, does not correspond to the capacity and academic training of the worker, creating a labor and economic imbalance (the cost in training is not rewarded with the work done). In this work, the Spanish labor market was analyzed through the labor force survey (EPA) from a gender perspective, demonstrating the existing inequalities at the labor level, both of employment and unemployment rates, and of jobs where the glass ceiling is evident and of economic remuneration where the salary gap continues to be important. In addition, through an ARIMA model, the evolution of the number of Spanish working women was analyzed, and how the economic crisis of 2009 and the sanitaria have affected their employment in the various crises (COVID-19). Measures to solve the problem as well as laws and active policies in favor of the creation of female jobs and a greater awareness of empowerment on the part of the female collective are proposed.

Offshoring and working hours adjustments in a within-firm labor market

Although a growing body of literature identifies the within-firm redistribution effects of trade, research on the adjustment processes in within-firm labor markets remains scarce. This study analyzes the within-firm adjustment of working hours and wages by considering workers’ educational background and gender in response to a change in offshoring. Matched worker–firm panel data in the Japanese manufacturing sector covering 1998 to 2014 are used. The analysis leads to the following three observations. First, offshoring does not significantly alter the skill premium and gender gap in terms of scheduled monthly salaries and scheduled hourly wages. Second, offshoring decreases skill premium in annual hourly wages, whereas it increases gender gap in annual salaries. Third, this uneven impact on annual variables arises from the different changes in overtime working hours: college graduates work longer with a lower overtime premium, whereas female workers do not increase overtime work.

Impact of COVID-19 on health research in New Zealand: a case study of a research-intensive campus

ABSTRACT The aim of this paper is to outline the impact Coronavirus disease (COVID)-19 has had on health research in New Zealand. We used data from the University of Otago, Christchurch, a research intensive satellite campus of the University of Otago with a large number of research only grant funded staff to highlight challenges and opportunities. All non-COVID-19 related laboratory and clinical research was suspended under New Zealand COVID-19 alert level 4 and the majority under level 3. To date, researchers predict that 95% of research projects have been affected. During the periods of lockdown research salaries continued to be paid from grants resulting in a ‘salary gap’ to support research staff (both academic and technical). Most funders have indicated there will be no additional funding to support researchers affected by the delays. Early and mid-career researchers have been particularly affected and are currently unable to travel for post-doctoral training and networking. A more robust career structure with adequate funding, particularly for early and mid-career researchers is required to ensure that New Zealand has a stable research work force to address the next health crisis.

Gender Salary Gap in the Auditing Profession: Trend and Explanations

This paper documents the auditing profession’s gender salary gap in a setting where the overall society consists of a high degree of gender equality. Using Swedish administrative data from 2007 to 2015 for all CPAs, I find that the auditing profession’s overall gender salary gap has substantially declined: the gap in 2015 is less than half the size of the 2007 gap. More female auditors have moved up to the top earnings group during this period, demonstrating an evident lessening of the glass ceiling phenomenon. Oaxaca-Blinder analysis shows that auditor’s clientele size is the most important factor in explaining the salary gap, and the increase in female auditors’ clientele size during this period accounts for half of the decrease in the total salary gap. Further, I also find evidence that the rise of female leadership in Big Six firms is positively associated with the increase in female auditors’ clientele size. Consistent with Kunze and Miller (2017), such ‘women help women’ effect in the auditing environment is more pronounced in the middle and lower half of the firm hierarchy, suggesting that female representation at the top of the firm has spillover benefits for lower-ranked female auditors. The implications of this study may help audit firms close their gender gap and better cope with the overall auditing industry’s talent challenges.

Education and gender wage gap: Evidence from Indonesia

This paper empirically tried to analyze the effects of education on the gender wage gap in Indonesia and to examine whether globalization could alter such a relationship. We modified a decomposition method for the panel dataset that corresponds to the National Socio-Economic Survey from 1996 to 2016. Overall, we found that schooling could significantly influence the salary discrepancy. We also proved that globalization did matter in explaining the relationship between the educational attainment and the salary gap. Here, it could widen the difference in the remuneration. Based on the results, strengthening the gender-responsive budget at the national government level might be one of the solutions. Basically, it actually started with a new awareness of the budget that was not genderneutral. Thus, the positioning of women in education and decision-making process is very crucial for the future of development.

Racial Pay Gap: An Analysis of CARL Libraries

Using data from the 8Rs CARL Libraries Practitioner Survey in 2014, this study assesses the impact of race on the earnings attainment process based on a sample of 392 CARL library practitioners. It determines that there is a significant salary disparity between visible minorities and nonvisible minorities. Racial differences in job characteristics account for a larger portion of the explained racial salary gap than individual and labor market characteristics. The effect of race on salary is shown to be weaker for librarians than for support staff.

Internal Compensation Gap and the Sustainable Development Ability of Manufacturing Enterprises <br/>—Based on the Moderator Variable of ESOP

The article uses A-share to list manufacturing companies from 2015 to 2019 as a sample to examine the impact of the internal salary gap between executives and employees on the company’s sustainable development capabilities. The study found that there is an inverted U relationship between manufacturing executive and employee salary gap ratio and employee productivity and sustainable growth rate; ESOP can reduce the inhibition of excessive internal compensation on employee productivity; the detailed study found that ESOP design motivation can only improve from the employee perspective, such as low employee contribution ratio and wide employee participation range, excluding related industries. The article expands the scope of research of the internal compensation on the sustainable development ability of the manufacturing enterprises and the adjustment effect of the ESOP, thus providing reference value for the manufacturing enterprises to design and implement the ESOP.

Analyzing teacher salaries using the Post-Secondary Employment Outcomes dataset

Studies relying upon household survey data have concluded that public school teachers receive substantially lower salaries than comparably-educated private sector workers. However, any given level of formal educational attainment found in household surveys can encompass a wide range of skills as valued in the labor market. We use a recently developed Census Bureau dataset, the Post-Secondary Employment Outcomes (PSEO), that allows us to analyze annual earnings up to 10 years following completion of a Bachelor’s or Master’s degree while controlling for both the educational institution attended and the field of study in which the degree was granted. We find that the teacher salary gap appears to be largely a function of higher salaries paid to holders of STEM degrees. Education degree holders receive median salaries that are not substantially different from those received by other non-STEM degree holders graduating from the same institutions.

A New Starting Point: The Factors That Made Taiwanese Professional Baseball Players Migrate to Mainland China After the 1997 Match-Fixing Scandal

This study aims to identify and analyze the factors of the migration of Taiwanese professional baseball players after the 1997 match-fixing scandal. It focuses on the case of the migration of the ex-China Times Eagles players implicated in the scandal who represented the first wave of China-bound Taiwanese baseball players (2000–2005). Interviews and a document review were conducted to collect data for analysis and verification. The results show the juxtaposition of ‘pull’ factors, such as financial benefits, employment opportunities, similarities in language and culture, and self-actualization, and ‘push’ factors, including institutional regulations, a salary gap, and a lack of opportunity for career development, that characterized this specific China-bound migration context.

Not Just Surviving, But Thriving: Overcoming Barriers to Career Advancement for Women Junior Faculty Clinician-Researchers.

Although women attend medical school and residency at similar rates to men, they experience lower levels of academic career advancement than men. To inform national gender equity efforts, the authors conducted a qualitative study to explore potential gender differences in the career experiences of junior research faculty at a premier research institution. Focus group discussions were conducted among women and men junior research faculty at the School of Medicine at an urban public research university. Participants were early mentored career development award recipients (K-awardees). Two same-gender focus groups of nine women and six men were conducted. Discussions focused on two domains: barriers to maintaining a research career and facilitators for research career development. Data were analyzed using ATLAS.ti and content analysis methods. Both women and men identified a challenging funding environment, difficulty bridging the salary gap, and lack of institutional support as barriers to maintaining their research careers. Women perceived two primary barriers to their career advancement that were different from their male counterparts: They were more likely to feel undervalued at the institution and to experience significant strains related to both childbearing and childcare. Women also reported receiving inadequate mentorship, having poor negotiation skills, and experiencing a lack of negotiation opportunities. Academic research institutions should consider interventions that provide financial, emotional, and practical support to women research faculty, particularly during their childbearing and childrearing years.

What are the Factors that Drive Employees' Intention to Leave the Non-profit Sector in China?

This article uses the 2014 Chinese Non-profit Employee Survey (CNES) to empirically investigate the factors that drive employees to leave the non-profit sector. Findings have shown that salary level and mission attachment impact employees' intent to leave and that the two factors are moderated by the length of work experience. For employees with fewer than five years' work experience, mission attachment has a negative impact on the intent to switch sectors. For employees with over five years' experience, salary level is positively associated with the intention to leave. This study also identifies salary gap as a mediator to explain research findings and offers implications for the sustainable development of human resources in China's non-profit sector.