The reversal of the gender pay gap among public-contestselected young employees

Castagnetti, Carolina; Rosti, Luisa; Töpfer, Marina

Eingang zum Volltext

Castagnetti, Carolina ; Rosti, Luisa ; Töpfer, Marina

The reversal of the gender pay gap among public-contestselected young employees

Bitte beziehen Sie sich beim Zitieren dieses Dokumentes immer auf folgende
URN: urn:nbn:de:bsz:100-opus-11709
URL: http://opus.uni-hohenheim.de/volltexte/2016/1170/

pdf-Format:

Dokument 1.pdf (589 KB)

Gedruckte Ausgabe:

Print-on-Demand-Kopie

Dokument in Google Scholar suchen:

Social Media:

Export:

Abrufstatistik:

SWD-Schlagwörter:

Lohnstruktur , Geschlechterforschung

Freie Schlagwörter (Englisch):

Gender pay gap Public-contest recruitment , Double sample selection

Institut:

Institut für Volkswirtschaftslehre

DDC-Sachgruppe:

Wirtschaft

Dokumentart:

ResearchPaper

Schriftenreihe:

Hohenheim discussion papers in business, economics and social sciences

Bandnummer:

2015,14

Sprache:

Englisch

Erstellungsjahr:

2015

Publikationsdatum:

15.01.2016

Lizenz:

Veröffentlichungsvertrag mit der Universitätsbibliothek Hohenheim

Kurzfassung auf Englisch:

This paper analyzes the effect of public-contest recruitment on earnings by applying an extended version of the Oaxaca-Blinder model with double selection to microdata on Italy. We find that the gender pay gap vanishes among public-contest selected employees, and even reverses in favor of women (-17.4%) in the young sample. The reversal is because public contests are merit-based and gender-fair screening devices. They are merit-based because selected employees possess higher productive characteristics than unselected ones, both women and men. They are gender-fair because the coefficients component in the Oaxaca-Blinder decomposition is never significant among public-contest recruited employees, either with or without selection. On the contrary, among employees not hired by public contest the gender pay gap is positive and significant (7.6%), and it is entirely due to coefficients, that is to discrimination in the career path.