Changes in the gender wage gap and the returns to firm specific human capital

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Title: Changes in the gender wage gap and the returns to firm specific human capital
Authors: Walsh, Frank
Strobl, Eric
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Date: Mar-1999
Abstract: 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: Working Paper
Publisher: University College Dublin. School of Economics
Copyright (published version): UCD School of Economics 1999
Keywords: Wage differentialsGender gapTenure
Subject LCSH: Wage differentials
Discrimination in employment
Wages--Sex differences
Language: en
Status of Item: Not peer reviewed
Appears in Collections:Economics Working Papers & Policy Papers

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