The gender pay gap in UK universities 2004/5 to 2019/20

Datos Bibliográficos

ID4097358
AutoresRichard Harris (0000-0001-7943-9005, Business School, Durham University, Durham, UK), Mariluz Maté-Sánchez-Val (0000-0002-9805-6365, Business School, Universidad Politécnica de Cartagena, Cartagena, Spain, autor de correspondencia), M Rosario Marín (0000-0001-9228-6410, Business School, Universidad Politécnica de Cartagena, Cartagena, Spain)
Año2024
Volumen49
Número11
Páginas1822-1836
Fecha de publicación2024-11-01
Peer ReviewedSí
Open AccessNo
TipoARTICLE
RevistaStudies in Higher Education (JOURNAL)
Identificadores de la revistaISSN: 0307-5079 • E-ISSN: 1470-174X
EditorialInforma UK Limited (PUBLISHER • GB)
DOI10.1080/03075079.2023.2280205
OpenAlexW4388463889
IdiomaEN
Citas recibidas4
Referencias citadas39

Using UK data supplied by universities, this paper confirms that women academics earn less than men, even after controlling for a range of covariates. Despite narrowing after 2004/05, the observed (unconditional) pay gap was still −0.089 in 2019/20, while the conditional pay gap was relatively unchanged remaining at around −0.050 in 2019/20. The results are consistent with the literature on why pay gaps might occur, with the key disparity occurring when women face a higher cost of investment and statistical discrimination, linked to bias, to achieve promotion. That is, the results presented here suggest that earnings gaps are significantly reduced when grade-balanced gender sub-groups are compared, suggesting conditional wage differences are more likely due to bias rather than any inherent differences in (research) productivity

Demographic economics · Earnings · Economic growth · Economics · Gender gap · Gender pay gap · Higher education · Labour economics · Political science · Productivity · Statistical discrimination · Wage · Diversity and Career in Medicine · Gender Diversity and Inequality · Labor market dynamics and wage inequality · Accounting