The most important reason for the difference in the average pay of men and women is the clustering of women in lower paying jobs. (Author)

Cross-sectional and panel estimations of Swedish data reveal that different types of career interruptions have different effects on wages, varying by gender. Therefore, human capital depreciation does not entirely account for the negative effect of career interruptions on subsequent wages. (SK)

Models of aggregate production are estimated and used to investigate the effects of changes in labor force composition on the recently observed decline in the earnings of college graduates relative to other workers and on the fall in the earnings of younger workers relative to older workers. (Author/SSH)

Application of single and simultaneous equation fixed-effects and random-effects shows that earnings appreciation with experience and depreciation with labor market interruptions are comparable for men and women. Adjusting for heterogeneity reduces the wage gap to 20%; adjusting for endogeneity reduces it nearly to zero. (SK)

According to data from the Newly Entitled Beneficiary Survey and the 1979 and 1988 Current Population Survey, much of the gender gap in pensions is caused by gender differences in such labor market characteristics as experience, tenure, and income. Children and marriage have a negative effect on females' pensions, although not for more recent…

Estimates of wage and nonfarm self-employment earnings in the Ivory Coast show that rates of return to education are high for both sexes, but men's wages exceed women's by a substantial margin for all but the most educated. (Author/SK)

Canadian displaced worker data show that predisplacement wages rise at about the same rate, but women lose more from displacement than men and loss increases with tenure. Results do not support the hypothesis that women accumulate less job-specific human capital; gender differences in job search may be a cause. (SK)

A questionnaire was completed by 1,297 graduates of Master of Business Administration (MBA) programs at the University of Pittsburgh. Questions collected data on job status, salary, sex, and years of work. Results show that female MBAs earn less than their male peers from the beginning, and the trend continues. (CH)

Employment survey data show that, although training intensity in the first three months of employment is similar for men and women, women are employed in positions with shorter training and less capital. These differences and lower market valuation for women's work experience account for much of the wage gap. (SK)

In five industries, controlling for other forms of segregation, occupational segregation produces a gap of 11 percent (manufacturing) to 26 percent (services) in male/female wages. The wage gaps from employer and job cell segregation are about 6 percent. Policies such as comparable worth act on occupational and job cell components. (SK)

From the humanities sample of the Survey of Doctoral Recipients 1977-95, a cross-sectional sample of tenured/tenure-track faculty and a longitudinal sample of doctoral recipients 1975-89 were studied. Gender salary differences were largely explained by rank. Substantial gender differences in tenure were found, with a slight decline in the gap for…

Data from the Panel Study of Income Dynamics showed a 4% decrease in the gender wage gap for whites between 1976 and 1985. White men tend to have higher earnings because of more tenure in areas with greater rewards; women tend to have more part-time experience, which has fewer such rewards. (SK)

The different preferences for occupational roles and college majors of the recent college graduates in this study account for one-third to two-thirds of the gender differences in earnings three years after graduation. The implications for estimating labor market discrimination are discussed. (SK)

Earnings data show that Indonesian males have significantly lower returns to education than females, especially at diploma and secondary vocational levels. Indonesian women have acquired secondary and postsecondary education in greater numbers. Greater returns to schooling also appear for older cohorts. (SK)

Women's expectations of high rates of return to investment in higher education, particularly in nontraditional fields and in those requiring advanced degrees, are shown to be consistent with high levels of investment in these fields. Increasing workforce participation and decreasing fertility also contribute toward reducing the female-male…