英语论文网

在英国学劳动力市场的工资差距研究

在劳动力市场上，招聘决策是参考了劳动生产率。雇主认为一个人或者一群人拥有能够决定劳动生产率的技能。因此，工资被看成是一个生产率的不完美的措施。生产力越少越不会被雇佣，除非他们的工资被分别缩水。这是一个合理的成本最小化的行为且它不能被认为是有歧视性的。然而，现实生活中我们面临了劳动力市场中的严重扭曲，我们再也不能把工资当成一个对于生产力的很好衡量。在实证微观数据中，我们有时会发现，一些参考集团的薪酬是缩水的，这与他们的生产力是极度相关的。在这个背景之下，我们经常会得出一种歧视行为的结论。

其实已经在劳动力市场中成为了普遍存在的问题之一，且是一个争论的主要话题关于塑造社会性别平等的政策，福利和非歧视的国家资源的分配。歧视是来源于劳动力市场失效，且经常受限制于政府管制。即使是最发达的国家，它们仍然会面临歧视的问题。最近，性别不平等和性别工资差距特别被关注。在2002年Eurofound(2002),欧洲为了提高生活和工作条件的设备，发表了一个2001年度关于欧洲工资反战的更新数据。在欧洲和挪威，以每个小时为基础，每个女人赚的钱是一个男人的百分之79.6。（EIRO,2002）一个有趣的案例就是在英国的例子。在英国，性格导致的工资差距在最近几十年里已经是欧洲国家中最差的之一了。根据国家统计局（2009）所述，性别工资差距在1997已经开始缩小，从大约28%缩减到2009年的22%，然而在其他的OECD或者欧洲国家还是相对有巨大差距的。

In labour markets the hiring decision is made with reference to labour productivity. An employer considers the skills that an individual or group of individuals have and determines labour productivity. Therefore, wage could be thought of as an imperfect measure of productivity. The less productive will not be hired unless their wages are discounted respectively. This is a rational cost-minimising behaviour and it cannot be considered discriminatory. However, in real life we are faced with significant distortions in labour markets, and we can no longer treat wage as a good measure of productivity. In empirical micro data we sometimes observe that the pay of some reference group is discounted exceedingly relative to their productivity. In such a context we would often conclude a case of discriminatory behaviour.

Discrimination has been one of the prevailing issues in labour markets and a major topic of debate when shaping social policies for gender equality, welfare and non-discriminatory distribution of national resources. Discrimination is a source of labour market failure and is often subject to government regulation. Even the most developed countries are still faced with the issue of discrimination. Recently substantial attention has been paid to gender inequality and gender pay gap in particular. In 2002 Eurofound (2002), the European Foundation for the Improvement of Living and Working Conditions, published an annual update for 2001 on pay developments in the EU. On average women in the EU and Norway earned 79.6% of what men do on hourly basis (EIRO, 2002). An interesting case is that of the UK. The gender pay gap in the UK has been one of the worst in Europe in the last few decades. According to the Office for National statistics (2009) the gender wage gap has been narrowing from about 28% in 1997 to 22.0% in 2009, however still remaining relatively large among other OECD or EU states. Therefore, the UK is an interesting country to study not only because of the different patterns in society but also a rich bank of microeconomic data.

The aim of this paper is to examine the wage structure in the UK labour market by analysing the components of the pay gap between males and females, looking at past research and possible empirical procedures. Using the data of wave 12 from the British Household Panel Survey, it will quantify the fraction of the gender wage differential that can be explained by differences in productivity and the fraction that can be accounted for actual gender discrimination. In 1973 Blinder (1973) and Oaxaca (1973) developed a classic application of econometric methods to published data to test labour market discrimination. The empirical evidence in this paper is investigated us本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。