This paper investigates whether non-base compensation contributes to the gender pay gap. In wage decompositions, we find that lower bonus payments women explain about 10% of gap at mean and different quantiles unconditional distribution whereas prevalence shift premia overtime among is unimportant. Among managers, contribution bonuses more than doubles steadily rising as one moves up distributi...

We examine the effect of pay transparency on gender gap and firm outcomes. Using a 2006 legislation change in Denmark that requires firms to provide gender-disaggregated wage statistics, detailed employee-employer administrative data, difference-in-differences difference-in-discontinuities designs, we find law reduces gap, primarily by slowing growth for male employees. The declines two percent...

This paper explores the relationship between gender di¤erences in hours worked, the returns to working long hours, and the gender pay gap among highly educated workers. Using a cross-section of occupations, Goldin (2014) documents that occupations characterized by high returns to overwork are also those with the largest gender gap in earnings. Using panel data on occupations across cities over ...

In this paper, we investigate regional differences in the gender pay gap both theoretically and empirically. Within a spatial oligopsony model, we show that more densely populated labour markets are more competitive and constrain employers’ ability to discriminate against women. Utilising a large administrative data set for western Germany and a flexible semi-parametric propensity score matchin...

The gender wage gap varies across countries. For example, among OECD nations women in Australia, Belgium, Italy and Sweden earn 80% as much as males, whereas in Austria, Canada and Japan women earn about 60% as much as males. Current studies examining cross-country differences focus on the impact of labor market institutions such as minimum wage laws and nationwide collective bargaining. Howeve...