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Revisiting Gender Variation in Training

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  • Patricia Simpson
  • Linda Stroh

Abstract

The purposes of this current study are twofold. First, inspired by data emerging from the United Kingdom and Australia, we seek to confirm whether the incidence of training was higher for US women than for US men during the 1990s. Second, we explore the relationship between the comparatively greater incidence of training for women and occupational segregation. Our data confirm that overall levels of training participation were higher for women than for men in 1995. Further, when training is broken down by type, women also participated more than men did in the three possible categories: on-the-job training, employer-supported off-the-job training, and off-the-job training without employer support. These results challenge conventional expectations derived from human capital theory. Finally, our estimates indicate that occupational segregation accounted for more than one-third of the gender differences in training in 1995 and for more than 40 percent in on-the-job and employer-supported, off-the-job training categories.

Suggested Citation

  • Patricia Simpson & Linda Stroh, 2002. "Revisiting Gender Variation in Training," Feminist Economics, Taylor & Francis Journals, vol. 8(3), pages 21-53.
    • Handle: RePEc:taf:femeco:v:8:y:2002:i:3:p:21-53
    DOI: 10.1080/0003684022000026656
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    Cited by:

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    2. Teresa Nelson & Laurie L. Levesque, 2007. "The Status of Women in Corporate Governance in High–Growth, High–Potential Firms," Entrepreneurship Theory and Practice, , vol. 31(2), pages 209-232, March.
    3. Bernd Fitzenberger & Grit Muehler, 2015. "Dips and Floors in Workplace Training: Gender Differences and Supervisors," Scottish Journal of Political Economy, Scottish Economic Society, vol. 62(4), pages 400-429, September.
    4. Cosima Obst, 2022. "Job Satisfaction and Training Investments," CEPA Discussion Papers 47, Center for Economic Policy Analysis.
    5. Ebenezer Lemven Wirba & Fiennasah Annif’ Akem & Francis Menjo Baye, 2021. "Earnings gap between men and women in the informal labor market in Cameroon," Review of Development Economics, Wiley Blackwell, vol. 25(3), pages 1466-1491, August.
    6. Benoit Dostie & Mohsen Javdani, 2020. "Not for the Profit, But for the Training? Gender Differences in Training in the For‐Profit and Non‐Profit Sectors," British Journal of Industrial Relations, London School of Economics, vol. 58(3), pages 644-689, September.
    7. Jenny Whittard, 2003. "Training and Career Experiences of Women Part-time Workers in a Finance Sector Organisation: Persistent Remnant of the ‘Reserve Army’?," Australian Journal of Labour Economics (AJLE), Bankwest Curtin Economics Centre (BCEC), Curtin Business School, vol. 6(4), pages 537-557, December.
    8. Caliendo, Marco & Cobb-Clark, Deborah A. & Obst, Cosima & Uhlendorff, Arne, 2023. "Risk preferences and training investments," Journal of Economic Behavior & Organization, Elsevier, vol. 205(C), pages 668-686.
    9. Fitzenberger, Bernd & Muehler, Grit, 2011. "Dips and floors in workplace training: Using personnel records to estimate gender differences," ZEW Discussion Papers 11-023, ZEW - Leibniz Centre for European Economic Research.
    10. Florence Lebert & Erika Antal, 2016. "Reducing Employment Insecurity," SAGE Open, , vol. 6(4), pages 21582440166, October.
    11. Peter Huber & Ulrike Huemer, 2015. "Gender Differences in Lifelong Learning: An Empirical Analysis of the Impact of Marriage and Children," LABOUR, CEIS, vol. 29(1), pages 32-51, March.

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