Many Organization for Economic Co-operation and Development countries invest heavily in labor-market programs to prolong careers. Although active labor-market programs have frequently been evaluated, less is known about passive programs supporting unemployed seniors financially. We focus on the latter by investigating the hiring opportunities of candidates who partake in a regime that ensures dismissed seniors a company supplement alongside regular unemployment benefits. Therefore, we conduct a scenario experiment in which genuine recruiters evaluate fictitious candidates who have spent varying durations unemployed in regimes with and without the company supplement. Because recruiters evaluate candidates' hireability and productivity perceptions, we can identify underlying mechanisms. Overall, we find no evidence of employer-side stigma hindering the re-employment of seniors unemployed in the program. Conversely, longer-term unemployed even benefit from this regime because it mitigates regular stigmatization of long-term unemployment, especially for men. Specifically, recruiters judge them more mildly – particularly regarding flexibility – when they receive the supplement and still apply.

Residential independence and incorporation into the labour market are two fundamental aspects of the transition of young people to adulthood, and gender differences have been observed in both. This study aims to determine the reasons behind the gender gap seen in young adults leaving their parental home and in finding paid employment. We analyse both the decisions of residential independence and employment jointly, for the sample of men and that of women. We separate the influence of observed factors from the influence of unobserved factors or preferences on the gender gap using decomposition techniques. The analysis is carried out for two points in time; this temporal comparison can help demonstrate whether the recent social changes experienced have modified the behaviour patterns of young people. Our findings indicate that, in accordance with the trend observed in recent decades in Europe, there is a convergence between men and women in the residential independence of young adults in Spain. However, in the labour market, there is still much to be done to reduce the gender gap. One recommendation arising from our study would be to promote policies which further improve the conciliation of family and work life, since this could reduce female labour abandonment associated with starting a family or motherhood.

This paper focuses on the migrant pay gap in Spain. Going beyond descriptive evidence of the differences between immigrants and nationals in terms of wages, we analyse which part of the gross wage is most affected by features that cannot be captured using econometric models. Relying on microdata from the Wage Structure Survey, we divide the total gross wage into two main parts: base wage and wage supplements. Then we decompose the migrant wage gap into the explained and the unexplained terms, using a simple decomposition methodology, the Oaxaca-Blinder model. Our results show that a part of the differences in wage supplements does not seem to be explained by the set of control variables introduced in the model and that this effect is more pronounced when only men are considered. These findings offer a new perspective on the migrant pay gap in Spain and point to the importance of wage-setting practices related to wage supplements in explaining (and widening) the total migrant pay gap in our country.

In Australia and internationally, women continue to be underrepresented in male-dominated trade occupations. A notable barrier is the apprenticeship system, which requires women to overcome obstacles in employment and training. Government and industry stakeholders have encouraged women’s apprenticeships in male-dominated trades through the development of Group Training Organisations’ (GTOs) that operate as intermediaries between apprentices and employers. Extending Acker’s model of workplace inequality regimes, we argue that inequality regimes operate between organisations at an industry-wide level. We ask ‘Do GTOs operate to produce and reproduce workplace and industry-wide inequality regimes? Or can they facilitate improved gender diversity in male-dominated trades?’ Drawing on a recent study of regional tradeswomen’s employment, we find that although GTOs have an important role in facilitating gender diversity, they have inconsistent results in challenging existing inequality regimes. There is a risk that they may become a vector of transmission for workplace inequality regimes to the broader industry.

This is an edited version of the 2015 Fay Gale Lecture soon after the author’s retirement as Director of the University of South Australia’s Centre for Work + Life. It begins with the author’s personal work reminiscences as a touchstone for reflecting on continuity and change in women’s working lives. A first job in sheep-shearing sheds illustrates the insecurity and hard physical and emotional labour associated with manual work. Despite strides in Australian women’s qualification levels, discrimination is being ‘refreshed and remade’. Examples include recent Australian reversals in paid parental leave policy and the role of sexual harassment in patrolling work boundaries. The institutional basis of unequal pay and inflexible work/family time allocation is demonstrated in the Productivity Commission’s 2015 Workplace Relations agenda. This recommends reduced Sunday penalty rates that will disproportionately affect feminised, low-paid retail and hospitality work and rejects any strengthening of parents’ statutory right to request flexible work arrangements. Three remedies are proposed – creative approaches to research, campaigning and political action.

Links between gender politics and leadership in trade unions and how these impact collective bargaining gender agendas are explored in this study of trade unionism in Brazil and South Africa. What the International Trade Union Confederation and others refer to as ‘unexplained’ gender pay gaps are discussed in relation to the absence of women in the collective bargaining process. This examination draws on research in both countries and concludes that gender leadership gaps and gender pay gaps are related.

This study addresses the question of whether self-identified LGBT status has some power to explain differences between the earnings of male LGTB workers and their occupational counterpart non-LGBT male workers in the Pakistan labour market. The Pakistan labour market is known to be ‘traditional’ in the sense that its operations and the attitudes of participants reflect the confluence of various sociological, political, religious, cultural and patriarchal systems. However, the quantitative significance, if any, of overt sexual orientation and its correlation with earnings remains unclear. This study addresses that question. We find that employed male workers in our sample who are known to be (or thought by employers to be) members of the LGBT community experience significant earnings disadvantages relative to counterpart heterosexual workers.

This article increases understanding of university labour processes. The antecedents and characteristics of early retirement schemes implemented by Australian universities between 2010 and 2020 were considered. Twenty-eight schemes were identified across 20 universities. Content analysis of descriptions of the schemes contained in official documents was undertaken. This revealed somewhat common justifications for the schemes, linked to concerns about organisational sustainability/resilience in the face of external threats and the implementation of modernising efforts. Such justifications appeared to be underpinned by similar ageist biases on the part of management. Despite this broad commonality, however, the schemes manifested a multifurcation of possible work-retirement pathways across institutions. Such reorganisation of labour processes, based on ageist representations that potentially place established workers in conflict with others, represents an incongruence between the market-oriented objectives of universities and areas of public policy responding to workforce ageing. It is argued that drawing momentum from emerging conceptions of sustainability and current diversity initiatives such as Athena Swan and Age Friendly Universities it may be possible to sever the link university leadership perceive between the divestment of older workers and the fulfilment of modernising agendas.

The increase in pension eligibility ages in Australia, as elsewhere, throws into relief the consequences of gender inequality in employment. Because of career histories in lower paid and more insecure employment, a higher percentage of women than men are dependent on the age pension rather than on superannuation or savings and investments, and so will be disproportionately affected by deferred access. Yet, fewer women than men hold the types of ‘good jobs’ that will sustain them into an older age. Women are more likely to be sequestered in precarious employment, with reduced job quality and a greater potential for premature workforce exit. This article counterposes macro-level data drawn from national cross-sectional labour force statistics and the longitudinal Household Income and Labour Dynamics Australia survey, with case study analysis, based on interviews with 38 women in midlife insecure jobs, in order to identify the types of life course and labour market barriers that contribute to women’s reliance on the pension and the systemic disadvantage that will render them particularly vulnerable to any further erosion of this safety net. The analysis moves between this empirical evidence and a discussion, drawing on the theoretical literature, of the failure in equal opportunity endeavours over recent decades and what this means for later life workforce participation for women.

This article reports a research finding that lesbians in Australia earn an unexplained wage premium of 0%–13%, whereas gay men experience an unexplained negative wage gap of 8%–18%. Based on data from the Australian household panel Household Income and Labour Dynamics in Australia, the article is the first to establish these gaps in Australia, and to examine the degree to which credence can be afforded to claims that endowments such as personality traits may help explain such wage differentials. Using ordinary least squares and Blinder–Oaxaca decomposition methods, the study explicitly includes the battery of Big Five personality traits in wage regressions and estimates the contribution of endowments and returns to these traits. The finding is that personality traits and returns to them do not differ along lines of sexual orientation. Gay men in particular suffer a substantial unexplained wage penalty in the workplace. Such unexplained differences suggest that discrimination on the basis of sexual orientation, though unlawful, may exist in Australia.

Desde hace algunos años se avanza en investigaciones sobre la evolución, causas y consecuencias de la desigualdad. En ese marco, la desigualdad salarial ha recibido gran atención dadas sus implicancias en relación con las políticas económicas, el crecimiento y el desarrollo. En este artículo se presentan nuevas series y análisis acerca de la desigualdad salarial de género en la industria de la ciudad de Buenos Aires entre 1903 y 1942. Se propone cubrir un área vacante en los estudios del mundo laboral femenino, siempre complejo, y aún más en la primera mitad del siglo XX. Esta aproximación es una aportación a los estudios sobre la desigualdad de género en Argentina, que permitirá comparaciones con otros espacios y regiones.

Discussions about increasing diversity in economics have ignored the role that associations play in the engagement of underrepresented economists. We continue work on diversity and inclusion in the Northeastern Agriculture and Resource Economics Association (NAREA) and other associations by analyzing membership and meeting attendance to promote diversity in economics. We estimate a vector error correction model (VECM) to identify the determinants of membership and meeting attendance and use member survey data to model membership and meeting attendance behavior. We find inequalities across gender, income, and professional status. Recommendations include locating meetings in accessible cities, increasing networking opportunities, and providing more services supporting underrepresented groups.

It is widely known that the Roma have been suffering persistent disadvantages. Yet, little empirical evidence exists. Using the censuses of 1977, 1992, 2002, and 2011, I provide a comprehensive overview of the past, present, and an outlook on the future of the Roma in Romania, home to a large and rapidly growing Roma community. Young Roma, in particular girls, are less likely to be attending school, indicating that lack of educational attainment is likely to persist. The Roma have worse housing conditions and face lower employment and higher unemployment levels. Amongst Roma, females are less likely to be employed than males. Oaxaca–Blinder decompositions of the ethnic and gender employment gaps reveal that the differences in employment cannot be fully explained by observables, such as age or education. Despite the seemingly dire picture, there are signs of improvement for more recent cohorts, as literacy rates have reached close to universal levels.

OECD countries are concerned with strong male-female disparities in the labour market, in particular: with a wage gap in favour of men; with a strong gender occupational segmentation. Although empirical studies suggest malefemale differences in work attitudes have a part in these facts, this aspect is often overlooked in economic theory. In this paper, we propose an employment relationship model to capture the role of work attitudes. We consider agents exhibiting self-esteem motives which may represent a source of non pecuniary work motivation. Depending on the optimal contract, an agent develops such a motivation or not. We rely on this model to offer an explanation of observed disparities. The model accounts for a gendered vertically segmented labour market with an overrepresentation of women in low effort requirement poorly-paid jobs.