gender inequality i - juan battle · inequality at work with gender inequality at home. •the...
TRANSCRIPT
Xinyu Zhang Nov. 13th, 2014
Gender Inequality I
Image Source: source.southuniversity.edu
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• Do Women Earn Less than Men? - Prof. Steve Horwitz
• https://www.youtube.com/watch?v=EwogDPh-Sow
• Straight Talk About The Wage Gap
• https://www.youtube.com/watch?v=mH4lb88DMeo
Videos about Wage Gap
• Gender Gap in Wages • The Within-Gender Wage Gap
• Devaluation
• Why Do Female Occupations Pay Less
• Sources of the Gender Pay Gap
• How Gender Intersects • Race, Class and Gender
• Double Jeopardy
• A Stalling Out? • Gender Revolution
• Anti-Feminist Backlash and Recent Gender Attitudes
• Persistence of Gender Inequality
Reading Outline
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Petersen & Morgan: The Within-Gender Wage Gap
• Allocative Discrimination
• Valuative Discrimination
• Within-Job Wage Discrimination
The conclusion is that occupation-establishment segregation, not within-job wage discrimination, was the driving force for wage difference.
They suggest scholars focus on the differential access of men and women to positions during initial hiring or matching process, the different rates of promotion (both allocative discrimination), and the gap between men’s and women’s occupations (valuative discrimination).
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Petersen & Morgan: The Within-Gender Wage Gap
• Questions:
• What caused the allocative discrimination? How did the segregation across occupations come into formation?
• Is the differential access to work or chance to be promoted due to individual agency’s choice (supply side behavior) or due to social structural discrimination (demand side behavior)?
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England: Devaluation and the Pay of Comparable Male and Female Occupations
• Key term: comparable worth, is a term used to refer to the difference between female and male occupations.
• Economist Perspective I: Theory of Compensating Differentials. The full pay of a job consists of both pecuniary and non-pecuniary compensation. Women basically traded off money for easiness or safety in the job. Challenge of this theory: empirical evidence shows women’s job is not more mother-friendly than men’s job.
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England: Devaluation and the Pay of Comparable Male and Female Occupations
• Economist Perspective II: Theory of Crowding. Because of the limit access to male’s occupation, women left in female jobs are overcrowded. The excess supply lowers wages in female jobs. Challenge: hard to test directly.
• Sociologist Perspective: Devaluation Thesis. Gender bias leads to valuing and paying female jobs less than comparably skilled male jobs. Sociologists believe that bias occurs in both hiring and wage-setting.
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England: Devaluation and the Pay of Comparable Male and Female Occupations
• Questions:
• 1. Do you think England’s explanation is plausible?
• 2. How did historical factors such as traditional gender role and economic reformation influence employer’s view of women’s worth?
• 3. Is the mechanism of gender bias/segregation similar to ethnic antagonism, with the existence of a split labor market?
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Tam: Why Do Female Occupations Pay Less?
• “Human Capital Hypothesis”: female occupations require, on average, less substantial investments in specialized skills. In terms of different trainings, specialized skills are more risky but bring higher economic returns; while general skills are more universally required but bring lower returns.
The empirical data he used, however, highlighted the effect of SVP, or “occupation-specific training time”.
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Tam: Why Do Female Occupations Pay Less?
• He defines the “positional capital” to refer to the accumulation of specialized skills and promotion path gained through certain occupations. Therefore, the allocative dissemination has huge impact on female’s future labor market outcome because it limit women’s access to “positional capital”.
Question
Do individual have choice over the type of human capital? Is the pattern that male has more specialized while female has more general human capital due to social structure or personal choice?
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Blau: The Sources of the Gender Pay Gap
• 1. Gender Difference in Qualification (based on Human Capital Hypothesis)
• 2. Labor Market Discrimination (including allocative & valuative discrimination)
• 3. Feedback Effect: Gender division of labor in the family results in women investing less in human capital, thereby lowering their wages.
• 4. Wage Structure: Women and men are segregated and dominate different sectors in the labor market.
• 5. Change over Decades: Example of PSID (Panel Study of Income Dynamics)
• 6. Other perspectives: Glass Ceiling Effect, the explicit or subtle barriers that inhibit women’s progress at the highest echelons. Experimental research that proves the allocative discrimination during hiring and employer’s prejudice.
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Blau: The Sources of the Gender Pay Gap
• Questions:
• 1. How can we incorporate different perspectives in explaining gender wage gap?
• 2. Education serve as the equalizer in narrowing the gender wage gap, but how does it influence the segregation of occupations by gender?
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Andersen & Collins: Why Race, Class, and Gender Matter
• The authors suggest that
• 1) it is important to study the intersectionality of race, class and gender using matrix of domination. The effect of the three factors cannot be approached in isolation.
• 2) to examine how race, class and gender manifest differently in individual’s life;
• and 3) to incorporate historical background for the three factors.
• A possible topic for this kind of research could be labor market, because it is historically, socially constructed with the feature of segregation according to racial, gender and class boundaries.
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Greenman & Xie: Double Jeopardy
• This study is an example of the conjecture of race and gender. The authors takes the “role specialization theory” which connects gender inequality at work with gender inequality at home.
• The interaction effect between minority and being female is positive, meaning that among minority groups, the race penalty is smaller for women than men; the gender penalty is smaller for minority women than for white women.
Questions
How would you interpret the smaller gender wage difference among ethnic minorities?
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Chinese Students Name and Shame Companies Who Practice Gender Discrimination in Jan, 2014 http://girltalkhq.com/chinese-female-students-name-shame-companies-who-practice-gender-discrimination/
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England: The Gender Revolution
• 1. Women have incentives to move to male-typical occupations, but men do not want to move to female-typical occupations. Incentives to move to male-typical occupations vary by class. Well-educated women have higher incentives to move.
• 2. When women successfully move into male’s occupation, they are likely to be socially penalized for violating gender norms.
• 3. The problematic gender egalitarianism: women were encouraged to have the same rights as men to move upward through education and jobs, but the devaluation of women in occupations has not changed.
• 4. In upward mobility, working class women and middle class women have different paths.
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• Structural Change in American Society: Higher education and more women working in higher status positions.
• Ideological Changes: The ideological climate in 1990s is more conservative.
• The post-1952 birth cohorts that favor more egalitarian gender roles are the same cohorts that favor more toleranct acceptance of social and political minorities.
• Question:
• How to understand and measure cohort effects?
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Cotter et. al: The Anti-Feminist Backlash and Recent Trends in Gender Attitudes
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• Gender, Race and Age are the three primary categories that define “self”. People follow common knowledge in daily behaviors.
• Cultural Beliefs about Gender-Change more slowly than material arrangements.
• How Does Gender Frame Shape Behavior? Primary person frame and institutional control (school, workplace, etc.)
• The Persistence Process – Advantages of men and biases of women are maintained through social/economic structure.
• Do Gender Beliefs Lag Behind?
• *High-tech Start-ups – Gender bias still exists, although relaxed.
Ridgeway: The Persistence of Gender Inequality
