Changes in the gender wage gap and the returns to firm specific human capital
Do gender differences in returns to tenure matter anymore?
02T14:56:07Z March 2009
If employers believe females are more likely to separate from a job than males, efficient cost sharing of on-the-job training implies that females will have higher returns to tenure. Becker and Lindsay (1994) argue that this is true empirically. (1994). Updating the analysis we find that that there is no longer a difference in the probability of leaving jobs or in returns to tenure by gender. Differences in contracts to finance on the job training can no longer explain any of the “discrimination” component in the gender wage gap.
Type of Material
University College Dublin. School of Economics
UCD Centre for Economic Research Working Paper Series
Copyright (Published Version)
UCD School of Economics 1999
Subject – LCSH
Discrimination in employment
Status of Item
Not peer reviewed
This item is made available under a Creative Commons License