Non-base compensation and the gender pay gap
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Non-base compensation and the gender pay gap. / Hirsch, Boris; Lentge, Philipp.
in: Labour - Review of labour economics and industrial relations, Jahrgang 36, Nr. 3, 01.09.2022, S. 277-301.Publikation: Beiträge in Zeitschriften › Zeitschriftenaufsätze › Forschung › begutachtet
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TY - JOUR
T1 - Non-base compensation and the gender pay gap
AU - Hirsch, Boris
AU - Lentge, Philipp
N1 - Funding Information: The authors thank Luise Görges, Christian Pfeifer, Claus Schnabel, Thomas Zwick, two anonymous referees, and the editor for useful suggestions. The authors further appreciate comments by participants of the 13th IAAEU Workshop on Labour Economics in Trier and the GRAPE 2021 Gender Gaps Conference as well as by seminar participants in Lüneburg and Nuremberg. Open Access funding enabled and organized by Projekt DEAL. Publisher Copyright: © 2022 The Authors. LABOUR published by Fondazione Giacomo Brodolini and John Wiley & Sons Ltd.
PY - 2022/9/1
Y1 - 2022/9/1
N2 - This paper investigates whether non-base compensation contributes to the gender pay gap (GPG). Using administrative data from Germany, we find in wage decompositions that lower bonus payments to women explain about 10 per cent of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the GPG, particularly in top jobs.
AB - This paper investigates whether non-base compensation contributes to the gender pay gap (GPG). Using administrative data from Germany, we find in wage decompositions that lower bonus payments to women explain about 10 per cent of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the GPG, particularly in top jobs.
KW - Economics
UR - http://www.scopus.com/inward/record.url?scp=85133124611&partnerID=8YFLogxK
UR - https://www.mendeley.com/catalogue/ad226555-edb8-38dc-a6e4-8ebc453415a2/
U2 - 10.1111/labr.12229
DO - 10.1111/labr.12229
M3 - Journal articles
VL - 36
SP - 277
EP - 301
JO - Labour - Review of labour economics and industrial relations
JF - Labour - Review of labour economics and industrial relations
SN - 1121-7081
IS - 3
ER -