Gender pay gap in the Czech Republic: focused on management

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F71226401%3A_____%2F23%3AN0100839" target="_blank" >RIV/71226401:_____/23:N0100839 - isvavai.cz</a>

Výsledek na webu

<a href="https://www.tandfonline.com/doi/full/10.1080/1331677X.2023.2263510?src=" target="_blank" >https://www.tandfonline.com/doi/full/10.1080/1331677X.2023.2263510?src=</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.1080/1331677X.2023.2263510" target="_blank" >10.1080/1331677X.2023.2263510</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Gender pay gap in the Czech Republic: focused on management

Popis výsledku v původním jazyce

The existence of a gender pay gap is well known. This paper focuses on the issue of the pay gap in managerial positions. It aims to examine the development of the gender pay gap in managerial positions in the Czech Republic and to identify the unexplained part of the gender pay gap, which could be an indication of gender pay discrimination. To estimate the unexplained part of the gender pay gap data from the European Union Statistics on Income and Living Conditions (EU-SILC) was used and the Oaxaca-Blinder decomposition was applied. The results show that in the period 2005-2019, the average raw gender pay gap in management was 0.22 and the unexplained part was 0.13, using the Neumark’s variant of the decomposition. Differences in women’s and men’s personal and firm characteristics could explain about one-third of the pay gap. The results also suggest that the situation has not changed much over the period considered and that the unexplained part of the gender pay gap has decreased only slightly between 2005 and 2019. Thus, reducing the gender pay gap remains a major challenge for both economic policy makers and companies in promoting corporate social responsibility policies.

Název v anglickém jazyce

Gender pay gap in the Czech Republic: focused on management

Popis výsledku anglicky

The existence of a gender pay gap is well known. This paper focuses on the issue of the pay gap in managerial positions. It aims to examine the development of the gender pay gap in managerial positions in the Czech Republic and to identify the unexplained part of the gender pay gap, which could be an indication of gender pay discrimination. To estimate the unexplained part of the gender pay gap data from the European Union Statistics on Income and Living Conditions (EU-SILC) was used and the Oaxaca-Blinder decomposition was applied. The results show that in the period 2005-2019, the average raw gender pay gap in management was 0.22 and the unexplained part was 0.13, using the Neumark’s variant of the decomposition. Differences in women’s and men’s personal and firm characteristics could explain about one-third of the pay gap. The results also suggest that the situation has not changed much over the period considered and that the unexplained part of the gender pay gap has decreased only slightly between 2005 and 2019. Thus, reducing the gender pay gap remains a major challenge for both economic policy makers and companies in promoting corporate social responsibility policies.

Druh

J_SC - Článek v periodiku v databázi SCOPUS

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2023

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Economic Research-Ekonomska Istraživanja

ISSN

1331-677X

e-ISSN

—

Svazek periodika

36

Číslo periodika v rámci svazku

3

Stát vydavatele periodika

GB - Spojené království Velké Británie a Severního Irska

Počet stran výsledku

14

Strana od-do

1-14

Kód UT WoS článku

—

EID výsledku v databázi Scopus

2-s2.0-85173755052