Walter Block: The Sociobiological Truth About Women
09 Dec 2017 Leave a comment
in applied price theory, discrimination, gender, labour economics Tags: evolutionary psychology, gender wage gap, glass ceiling
The gender pay gap is fading away
30 Nov 2017 Leave a comment
in applied price theory, discrimination, gender, labour economics Tags: gender wage gap
Raw and adjusted gender wage gaps
22 Nov 2017 Leave a comment
in applied price theory, discrimination, gender, human capital, labour economics, labour supply, occupational choice Tags: gender wage gap
Men are full of themselves, apparently
25 Sep 2017 Leave a comment
in entrepreneurship, gender, labour economics, occupational choice Tags: gender wage gap
John McEnroe on Serena Williams: A media meltdown | FACTUAL FEMINIST
24 Jul 2017 Leave a comment
in sports economics Tags: gender wage gap
Thomas Sowell – Gender Bias and Income Disparity
26 May 2017 Leave a comment
in applied price theory, discrimination, economic history, gender, labour economics, labour supply, occupational choice Tags: gender wage gap, Thomas Sowell
ASSORTATIVE MATING OR GLASS CEILING?
22 May 2017 Leave a comment
in discrimination, economics of love and marriage, gender, human capital, labour economics, labour supply, occupational choice Tags: assortative mating, dating market, gender wage gap, glass ceiling
Gary Becker (1991) on the power of culture and traditional women’s roles
08 May 2017 Leave a comment
in development economics, discrimination, economic history, Gary Becker, gender, human capital, labour economics, labour supply Tags: economics of culture, economics of tradition, gender wage gap, preference formation
Source: The Adam Smith address: Education, labor force quality, and the economy. By: Becker, Gary S., Business Economics, Jan1992, Vol. 27, Issue 1
What is happening to the New Zealand gender pay gap?
06 May 2017 Leave a comment
in discrimination, economic history, gender, labour economics Tags: gender wage gap, New Zealand Greens
Source: Statistics New Zealand Measuring the gender pay gap.
Source: Statistics New Zealand Effect of motherhood on pay – summary of results.
Why is the Swedish gender wage gap so stubbornly stable (and high)?
06 May 2017 Leave a comment
in discrimination, gender, human capital, labour economics, labour supply, occupational choice Tags: economics of fertility, female labour force participation, gender wage gap, maternity leave, preference formation, statistical discrimination, Sweden, unintended consequences
The Swedes are supposed to be in a left-wing utopia. Welfare state, ample childcare and long maternity leave but their gender wage gap is almost as bad as in 1980. They must be a misogynist throwback.
Maybe Megan McArdle can explain:
There are countries where more women work than they do here, because of all the mandated leave policies and subsidized childcare — but the U.S. puts more women into management than a place like Sweden, where women work mostly for the government, while the private sector is majority-male.
A Scandinavian acquaintance describes the Nordic policy as paying women to leave the home so they can take care of other peoples’ aged parents and children. This description is not entirely fair, but it’s not entirely unfair, either; a lot of the government jobs involve coordinating social services that women used to provide as homemakers.
The Swedes pay women not to pursue careers. The subsidies from government from mixing motherhood and work are high. Albrecht et al., (2003) hypothesized that the generous parental leave a major in the glass ceiling in Sweden based on statistical discrimination:
Employers understand that the Swedish parental leave system gives women a strong incentive to participate in the labour force but also encourages them to take long periods of parental leave and to be less flexible with respect to hours once they return to work. Extended absence and lack of flexibility are particularly costly for employers when employees hold top jobs. Employers therefore place relatively few women in fast-track career positions.
Women, even those who would otherwise be strongly career-oriented, understand that their promotion possibilities are limited by employer beliefs and respond rationally by opting for more family-friendly career paths and by fully utilizing their parental leave benefits. The equilibrium is thus one of self-confirming beliefs.
Women may “choose” family-friendly jobs, but choice reflects both preferences and constraints. Our argument is that what is different about Sweden (and the other Scandinavian countries) is the constraints that women face and that these constraints – in the form of employer expectations – are driven in part by the generosity of the parental leave system
Most countries have less generous family subsidies so Claudia Goldin’s usual explanation applies to their falling gender wage gaps
Quite simply the gap exists because hours of work in many occupations are worth more when given at particular moments and when the hours are more continuous. That is, in many occupations earnings have a nonlinear relationship with respect to hours. A flexible schedule comes at a high price, particularly in the corporate, finance and legal worlds.
Utopia, you are standing in it! 
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