Click on a term to reduce result list
The result list below will be reduced to the selected search terms. The terms are generated from the titles, abstracts and STW thesaurus of publications by the respective author.
214 records from EconBiz based on author Name
1. Pay gaps in the National Health Service: observability and disclosure
abstractStudies of the relationship between sexual orientation and pay have faced difficulties applying standard models of discrimination if orientation is not observable. Analogously, behavioural explanations of pay based on models of gender linked within-household specialization may not be as relevant in a nonheterosexual context. This article analyses pay gaps using information including earnings, gender, LGB identity, coupling status, and the disclosure of sexual orientation in English National Health Service (NHS) workplaces. The results reveal a robust gender pay gap of 4% in favour of males, but no overall LGB pay gap compared to heterosexuals. The latter is due to similar-sized offsetting effects from disclosure on LGB pay relative to comparable heterosexuals. Amongst LGB employees, disclosure is associated with 13% more pay, with three quarters of this gap related to unexplained differences in returns to observable characteristics. Supportive workplace practices are strongly associated with increased probability of disclosure, especially the availability of a LGB workplace network.
Mumford, Karen; Aguirre, Edith; Einarsdóttir, Anna; Lockyer, Bridget; Sayli, Melisa; Smith, Benjamin A.;2021
Type: Graue Literatur; Non-commercial literature; Arbeitspapier; Working Paper;
Availability:
Link Link 2. Measuring research excellence amongst economics lecturers in the UK
abstractEmpirical evidence suggests that a large proportion of immigrants who initially intended to stay temporarily in the destination country end up staying permanently, which may lead to suboptimal integration. We study systematic causes of unexpected staying that originate in migrant misperceptions. Our framework contains uncertainty about long-term wages, endogenous integration and savings in the short term, and return migration in the long term. We identify necessary and sufficient conditions on misperceptions that lead migrants to overestimate their probability of return migration, independently of their characteristics. We show that these conditions involve pessimism about the destination country, either in terms of short-term utility, of long-term utility, or of wage prospects. We then highlight specific behavioural biases that give rise to such forms of pessimism. Using the German Socio-Economic Panel, we find that relatively higher pessimism at arrival about future utility and wages is associated with migrants staying unexpectedly ex post.
McManus, Richard; Mumford, Karen; Sechel, Cristina;2021
Type: Graue Literatur; Non-commercial literature; Arbeitspapier; Working Paper;
Availability:
Link Link 3. The gender earnings gap in British workplaces : a knowledge exchange report
Butcher, Tim; Mumford, Karen; Smith, Peter N.;2019
Type: Graue Literatur; Non-commercial literature; Arbeitspapier; Working Paper;
Availability:
Link 4. Pay and job rank amongst academic economists in the UK : is gender relevant?
abstractThis article presents and explores a rich new data source to analyse the determinants of pay and job rank amongst academic Economists in the UK. Characteristics associated with individual productivity and workplace features are found to be important determinants of the relative wage and promotion structure in this sector. However, there is also a substantial unexplained gender pay gap. Men are considerably more likely to work in higher paid job ranks where there are also substantial within-rank gender pay gaps. We show that the nature of the gender pay gap has changed over the last two decades; but its size has not, suggesting a role for suitable policy intervention.
Mumford, Karen; Sechel, Cristina;2019
Type: Graue Literatur; Non-commercial literature; Arbeitspapier; Working Paper;
Availability: Link Link
5. Labour supply and childcare : allowing both parents to choose
abstractWe develop and estimate a structural model of labour supply for two parent families in Australia, taking explicit account of the importance of childcare related variables. Our main contribution is to consider the labour supply decisions of both parents and their choice of childcare simultaneously. Labour supply decisions of mothers are found to be substantially more responsive to changes in their own wage (at intensive and extensive margins) than is the case for fathers, with minimal cross-wage labour supply responses from fathers. Our results imply that policies increasing the wage of mothers will be associated with marked increases in labour market participation and in the working hours of mothers in the Australian labour market, with little offsetting decline in the labour supply of fathers.
Mumford, Karen; Parera-Nicolau, Antonia; Pena-Boquete, Yolanda;2019
Type: Graue Literatur; Non-commercial literature; Arbeitspapier; Working Paper;
Availability: Link
Link 6. Measuring research excellence amongst economics lecturers in the UK
McManus, Richard; Mumford, Karen; Sechel, Cristina;2022
Type: Aufsatz in Zeitschrift; Article in journal;
Availability: Link Link
Citations: 1 (based on OpenCitations)
7. Assessing the Importance of Male and Female Part-Time Work for the Gender Earnings Gap in Britain
abstractThis study examines the role of individual characteristics, occupation, industry, region, and workplace characteristics in accounting for differences in hourly earnings between men and women in full and part-time jobs in Britain. A four-way gender-working time split (male full-timers, male part-timers, female full-timers and female part-timers) is considered, and allowance is explicitly made for the possibility of both workplace and occupational segregation across each group. Individual and workplace characteristics are shown to explain much of the earnings gaps examined. Within gender groups, the striking difference between full and part-time employees is that full-timers work in higher paying occupations than do part-timers. Also, female occupational segregation makes a significant contribution to the earnings gap between male and female part-time employees but not for full-time workers. A further new result is that female workplace segregation contributes significantly to the full/part time earnings gap of both males and females. Part-time employees work in more feminised workplaces and their earnings are lower. By contrast, female occupational segregation has little impact on the full-time/part-time earnings gap of either males or females. There remains, moreover, a substantial residual gender effect between male and female employees
Mumford, Karen; Smith, Peter N.;2021
Availability: Link Link
8. The Public-Private Sector Wage Differential for Full-Time Male Employees in Britain : A Preliminary Analysis
abstractRelative employment conditions have changed across the public and private sectors in Britain over the last decade with the former becoming a more attractive earnings option. Using new linked employee-employer data for Britain in 2004, this paper shows that, on average, full-time male public sector employees earn 11.7 log wage points more than their private sector counterparts. Decomposition analysis reveals that the majority of this pay premium is associated with public sector employees having individual characteristics associated with higher pay and to their working in higher paid occupations. Whilst there is some evidence of workplace segregation in the private sector, there is little indication that rates of return vary across the earnings distribution for either public or private sector employees. It no longer appears to be the case that the public sector provides a refuge for the low skilled at the expense of the highly educated. Furthermore, working conditions appear more uniform in the public sector and, unlike the private sector, there is no significant penalty associated with ethnic background
Chatterji, Monojit; Mumford, Karen;2021
Availability: Link Link
Citations: 1 (based on OpenCitations)
9. Employee Training, Wage Dispersion and Equality in Britain
abstractWe use British household panel data to explore the wage returns to training incidence and intensity (duration) for 6924 employees. We find these returns differ greatly depending on the nature of the training (general or specific); who funds the training (employee or employer); and the skill levels of the recipient (white or blue collar). Using decomposition analysis, we further conclude that training is positively associated with wage dispersion in Britain and a virtuous circle of wage gains but only for white-collar employees
Almeida-Santos, Filipe; Mumford, Karen;2021
Availability: Link Link
10. The Gender Wage Gap in Four Countries
abstractIn a series of studies written during the 1980s Bob Gregory and his co-authors compared the gender wage gap in Australia with that found in other countries. They found it was not the difference in human capital endowments that explained different gender wage gaps but rather the rewards for these endowments. They concluded that country-specific factors, especially the institutional environment, were important in explaining the gender wage gap. This study updates Gregory's work by comparing the gender wage gap across four countries, Australia, France, Japan and Britain. Our results concord with those of Gregory: institutions are still important in explaining the relative size of the gender wage gap
Daly, Anne E.; Kawaguchi, Akira; Meng, Xin; Mumford, Karen;2021
Availability: Link Link
Citations: 1 (based on OpenCitations)