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This chapter provides an overview of the results from a cross-nationally comparative project analysing gender differences and inequalities at labour market entry. Women’s relative gains in educational attainment and the expansion of the service sector suggest that gender inequalities in occupational returns are diminishing or even reversing. In assessing gender differences at labour market entry, we look at a phase of the life course when women’s family roles are still of minor importance. Conceptually, we distinguish between horizontal segregation and inequalities in vertical outcomes. The project was based on 13 in-depth case studies contributed by a network of scholars analysing countries with different institutional, socio-economic and cultural settings. The findings demonstrate that occupational gender segregation is still relatively marked among recent cohorts, though it is slightly decreasing over time in several countries. In terms of vertical inequalities, the case studies consistently revealed that while women enter more prestigious jobs than men in most countries, there is a female disadvantage in economic returns among recent labour market entrants. In addition, we found mixed evidence on the variations of gender equality at labour market entry across countries with different institutional characteristics.

Post-apartheid South Africa has some of the highest educational and economic disparities in the world. Taylor Salisbury’s (2016) analysis of the National Income Dynamics Study reveals that South Africa’s unequal distributions of income and wealth by race are likely to worsen over time, with Africans the most disenfranchised by low-quality education and low monthly earnings. What is missing from Salisbury’s discussion is that definitions of quality education are analogous to Western democracy, epistemologies, and curriculum. Township schools where most African children and youth attend do not draw upon African epistemologies, values, and languages to support the development of Africans’ productive capacities. Increasingly, capacities are only considered “productive” if they align with modernity and values of the labor market. In this chapter, I argue that South Africa is schooling inequality through the exclusion of African epistemological traditions and the inclusion of mainly Western liberal principles. The notion of divided (epistemological) space – separate, distinct, and apportioned – is examined from the research data I collected with African (in this case Xhosa) primary and secondary students, teachers, and principals in South Africa’s longest-standing township. The intent is to orient the field of comparative and international education to critically problematize discourse that identifies equality as central to social change but that ignores indigenous constructions of democracy informed by different epistemological traditions. This work builds on the growing argument about the need for comparative educators to learn from indigenous perspectives (Freeman, 2004), indigenous knowledge systems (Kubow, 2007), and different educational traditions for comparative study (Assié-Lumumba, 2017).

The aim of this chapter is to study individualism and collectivism as two construct indicators of social patterns in Lebanon using Triandis's (1995) framework of individualism and collectivism. This study explores the Lebanese autostereotypes and views of their extreme individualism and collectivism compared to the common opinion held by cross-cultural research. The study sheds light on how social patterns of different Lebanese individuals are distributed across four “cultural syndromes,” namely vertical and horizontal collectivism and vertical and horizontal individualism. These four social patterns will be tested against various contextual factors such as age, gender, and education. The results may provide a better idea for managers and human resources practitioners of how to prepare training and evaluation programs for their employees. Findings from 161 respondents showed that the subjects tested tended to be individualistic in their choices, and this suggests that the classification in the literature of the Lebanese as collectivists was based on the fact that there was no evidence to the contrary. Also, results showed a positive correlation between sociodemographic measures (gender, age, education, income, occupation, and location) and individualism. The author argues that these findings might have been the result of the evolution of the Lebanese family in the past 25 years. Suggestions for the use of these results in management and human resources practices and theory are given.

Given the parallel processes of stress development and organisational changes towards increased managerialism, the purpose of this paper is to understand the way in which employees’ stress is perceived and managed in female- and male-dominated sectors, characterised by new management-oriented steering methods.

The paper is based on a thematic analysis of interviews with managers and employees at one Swedish female-dominated work setting and one male-dominated work setting. The paper offers an analysis of how managerial approaches to stress mediate the ways in which employees may come to govern their own subjectivity through stress-management practices. Drawing upon Foucault’s and Rose’s work on governmentality and freedom, these practices are understood as implicated in the everyday exercise of power over the self.

The main finding is that a logic emphasising proactivity was more prevalent at the female-dominated workplace, while a logic emphasising trust was most prevalent at the male-dominated workplace. Both logics perceive self-management and self-realisation as ways to manage stress, but in the proactive regime, self-management and self-realisation tend to turn into new modes of exploitation. Approaches to stress management in the proactive regime in fact seem to further diminish levels of discretion and control, which, according to previous research, are typically already low in female-dominated work.

Based on these findings, the study argues for the importance of combining a self-managerial approach with trust in order to avoid turning the individualisation of work into a source of stress at female-dominated workplaces.

The paper contributes to a more complex understanding of women’s work stress by highlighting its interconnection with a proactive stress management regime.

The purpose of this paper is to decompose the inequities induced by the Nigerian health care financing sources and their effect on the income distribution. Inequities in health care financing sources are of immense policy concern particularly in developing countries such as Nigeria, where high-level income inequality exists, and the cost of medical care is generally financed out-of-pocket (OOP) due to limited access to health insurance.

The Duclos et al. decomposition model provided the theoretical framework for the study. Data were obtained from two waves of the Nigeria General Household Survey (GHS) panel, 2012–13 and 2015–16. The analysis covered 3,999 households in 2012–13 and 4,051 households in 2015–16. Two measures of health care financing: OOP payment and health insurance contribution (HIC) were used. The ability to pay measure was household consumption expenditure.

The major inequity issue induced by the OOP payments was vertical inequity. HICs created the problems of vertical inequity, horizontal inequity and reranking among households. Overall both health care financing options were associated with the worsening of income inequality both at the national and sectorial levels in the country. The operations of the NHIS need to be improved to ensuring improved health care coverage for the poor.

This paper fulfills an identified need to determine the income redistributive effects (REs) of the social health insurance (SHI) contribution at the national, urban and rural locations overtime.

The authors study the difference between multidimensional well-being inequality and income inequality and propose a method to decompose the difference between the Gini coefficients of income and equivalent income (EI), a multidimensional well-being measure that respects individual preferences towards what constitutes a good life. The authors propose a method to decompose the inequality difference into two parts: the vertical and reranking effects. The vertical effect arises from the correlation between income and non-income dimensions, and between income and preferences. The reranking effect arises from the fact that some persons occupy a different position in the EI distribution compared to the income distribution. The authors also propose a detailed decomposition method based on the Shapley value to decompose each of the two effects by non-income dimensions. The authors apply the decompositions using data for 27 countries, considering five non-income dimensions: unemployment, health, housing, crime and environment. The results show that inequality is much higher for EI that the reranking effect accounts for a large part of the inequality difference, and that health is the non-income dimension contributing most to both effects.

The last 20 years have seen a significant evolution in the literature on horizontal inequity (HI) and have generated two major and “rival” methodological strands, namely, classical HI and reranking. We propose in this paper a class of ethically flexible tools that integrate these two strands. This is achieved using a measure of inequality that merges the well-known Gini coefficient and Atkinson indices, and that allows a decomposition of the total redistributive effect of taxes and transfers into a vertical equity effect and a loss of redistribution due to either classical HI or reranking. An inequality-change approach and a money-metric cost-of-inequality approach are developed. The latter approach makes aggregate classical HI decomposable across groups. As in recent work, equals are identified through a non-parametric estimation of the joint density of gross and net incomes. An illustration using Canadian data from 1981 to 1994 shows a substantial, and increasing, robust erosion of redistribution attributable both to classical HI and to reranking, but does not reveal which of reranking or classical HI is more important since this requires a judgement that is fundamentally normative in nature.

European countries have the world’s most redistributive tax and transfer systems. While they have been well equipped to deal with vertical inequality – fostering redistribution from the rich to the poor – less is known about their performance in dealing with horizontal inequality, that is, in redistributing across socioeconomic groups. In a context where individuals may not only care about vertical redistribution, but also about the economic situation of the specific groups they belong to, the horizontal dimension of redistribution becomes politically salient and can be a source of social tensions. The authors analyse the performance of the 28 EU countries for redistribution across (i) age groups; (ii) occupational groups; and (iii) household types over the period 2007–2014 using counterfactual simulation techniques. We find a significant degree of heterogeneity across countries: changes in the tax and transfer system have particularly hit the young and the losers of occupational change in Eastern European countries, while households with greater economic security have benefited from these changes. The findings of this study suggest that horizontal inequality is a dimension which policy-makers should take into account when reforming tax and transfer systems.

The aim of the paper is to explore within-firm vertical pay inequality and its relation to firm size and firm performance.

Using firm-level microdata for Kazakhstan, the authors measure within-firm pay inequality as the wage differential between the top- and the bottom-level job occupations. The authors carry out their analysis based on panel regression models.

The authors find that within-firm pay inequality increases as firms grow. Further, they identify that this trend is mainly driven by top-occupation workers receiving more significant wage increases compared to lower-level workers as firms expand. Once the authors address concerns about endogeneity, they find that pay inequality is negatively associated with firm performance.

Developing strategies and policies that prioritize fairness and transparency in compensation practices is crucial during the expansion process of firms. By actively discouraging rent-seeking behavior, firms can create a work environment that promotes productivity and sustainability, ultimately leading to improved firm performance. The research findings highlight the importance of implementing context-specific interventions, recognizing that different environments may require tailored approaches to address pay inequality effectively.

This study contributes to the study of within-firm pay inequality, firm size and performance in an emerging economy, an area that has been largely overlooked in previous empirical research. The contrasting findings show the importance of the structural and industrial characteristics of emerging markets that contribute to broader and deeper impact of pay inequality compared to developed economies.

This study investigates whether the proportion of proprietary directors (blockholders or their representatives) on the board's remuneration committee influences vertical pay inequality in Spanish listed companies and whether this relationship can be conditioned by the concentration of ownership.

The sample contains information on the individual compensation of 1048 directors of 57 Spanish listed firms during the period 2013–2018 making up an unbalanced panel with 3565 observations. Panel data regressions are used to study how the presence of proprietary directors on the remuneration committee influences the remuneration of directors, focusing not on their absolute remuneration levels, but rather on their relationship to the average remuneration of the organization's employees (as a measure of vertical pay inequality within the company). The authors also investigate whether this relationship is conditioned by firm ownership concentration.

The results indicate that the presence of proprietary directors on the remuneration committee acts as a mechanism to reduce vertical pay inequality, even in the context of high ownership concentration.

Unlike the majority of previous research dedicated to the independence of the remuneration committee, this study focuses on the role played by proprietary directors. The results help elucidate the importance of proprietary directors to properly monitor and restrain directors' compensation in contexts of high ownership concentration.