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Workforce gender effects on firm performance and workers' pay: evidence for the UK

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  • Clive Belfield

Abstract

Using linked workplace-worker data for the UK, a number of hypotheses are tested related to individual gender and the gender composition of the workforce. The proportion of female workers per establishment is strongly negatively associated with median workplace pay. There is some evidence that workplace performance (but not employment size or growth) is positively associated with the female-male workforce ratio. For workers, the female wage penalty (which is substantial) is strongly influenced by the female-male workforce ratio. In addition, commensurate with gender discrimination, those who manage female workers receive lower wages but professional workers in the same establishments do not.

Suggested Citation

  • Clive Belfield, 2005. "Workforce gender effects on firm performance and workers' pay: evidence for the UK," Applied Economics, Taylor & Francis Journals, vol. 37(8), pages 885-891.
    • Handle: RePEc:taf:applec:v:37:y:2005:i:8:p:885-891
    DOI: 10.1080/00036840500048829
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    References listed on IDEAS

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    Cited by:

    1. Sloane, Peter J. & Grazier, Suzanne & Jones, Richard J., 2005. "Preferences, Gender Segregation and Affirmative Action," IZA Discussion Papers 1881, Institute of Labor Economics (IZA).
    2. Nancy Mohan & John Ruggiero, 2007. "Influence of firm performance and gender on CEO compensation," Applied Economics, Taylor & Francis Journals, vol. 39(9), pages 1107-1113.
    3. Tsou, Meng-Wen & Yang, Chih-Hai, 2019. "Does gender structure affect firm productivity? Evidence from China," China Economic Review, Elsevier, vol. 55(C), pages 19-36.

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