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The objective of this study is to estimate the gender wage gap in Vietnam and its rural and urban areas, especially with the presence of foreign firms.

The authors use cross-sectional data from three rounds of the Vietnam Household Living Standards Survey (VHLSS 2008, 2012, and 2016) to investigate this issue. The unconditional quantile regression and Oaxaca–Blinder (OB) decomposition are used in this article.

The article finds the gender wage gap favouring men, especially in higher quantiles of the wage distribution. The gap in urban Vietnam was higher than in rural areas. The OB decomposition indicates that gender wage gap is mainly driven by gender discrimination. The differences in return to participation in foreign companies only contributed significantly and positively to such a gap in some models. It suggests that the gap in those models is affected by gender discrimination in employment opportunities in foreign companies. Regarding the endowment effect, some models provide the significantly negative impacts of foreign firms on gender wage inequality.

The study suggests that policies to reduce the gender wage gap should pay more attention to foreign firms, especially at higher wage classes.

The purpose of this paper is to empirically investigate the effects of cultural values on gender gap.

First, by relying on the extant literature, the concepts of cultural values and gender gap are framed and variables are defined. Then, the relationships among variables are hypothesized and the theoretical model is constructed. Finally, empirical tests are conducted, the results are analyzed, and theoretical/practical implications are discussed.

The results show that controlling for the effects of socio‐economic variables, culture still has important implications for gender gap. More specifically, it is found that conservatism value dimension is associated with higher levels of gender gap, but autonomy cultural dimension may lead to gender equality.

This study is limited to three pairs of cultural values as proposed by Schwartz. Another major limitation of this study resides in the theoretical model and linear data analysis techniques used to investigate the relationship between culture and gender gap.

The findings of this study could have important practical implications in many areas of social sciences such as political science, management and organizational studies, education, international law, and human resource management.

By considering the implications of cultural values, policy makers and business leaders may adopt effective strategies to promote gender equalities at the societal and organizational levels.

While many studies have focused on some narrow aspects such as gender‐based differences in labour, employment, remuneration, political representation, education, and leadership, in this study, the authors relied on a comprehensive conceptualization of the gender gap. Considering the reliability of data and the variety of countries/cultures included, the results seem very significant.

Although several theoretical concepts imply different determinants of female entrepreneurship, the literature lacks a consensus on their significance. The aim of this paper is to verify how industry specificity influences the gender pay gap and its relation to female entrepreneurship.

The authors distinguish industries based on the gender equality level, measured jointly by two factors: pay gap level and female participation rate. The study has been conducted among 22 European countries with relatively similar institutional backgrounds. The authors carry out the analysis based on the panel regression models, which enable the authors to verify two predefined research questions.

The results of panel regression models indicate that industry specificity plays a significant role in the relation between the pay gap and female entrepreneurship. Generally, it can be concluded that gender pay gap as a measure of gender inequality is dependent on the industry specificity. The dependence is especially visible in the breakdown of male- and female-dominated industries.

The findings are consistent with the assumption that the gender pay gap is a discriminatory factor for women willing to become entrepreneurs in certain industries. The findings of the study may constitute a vital tool in planning to overcome it.

The purpose of this paper is to broaden the domain of the gender pay gap research by exploring individuals' perceptions of it. Examining the factors that have an impact on the way individuals perceive the gender pay gap helps answering the question of why it persists and how to overcome it.

The paper provides a conceptual model of the factors proposed to influence individuals' perceptions of the gender pay gap by adopting social comparison, equity, occupational socialization, relative deprivation, expectancy and social dominance theories as well gender socialization perspective.

According to the conceptual framework, such individual factors as pay expectations, gender role orientation, perceived pay fairness, gender, age, marital status and education facilitate the perceived gender pay gap. Furthermore, gender composition of employment sector and occupational status predict individuals' perceptions of the gender pay gap. Finally, welfare state regime and the degree of public awareness constitute the perceived gender pay gap.

Besides, the obvious suggestion of eliminating the gender pay gap, the paper suggests that more efforts should be made by media and governments to discuss the concept of the gender pay gap and make women aware of their rights and opportunities.

The main of this paper is that it draws together different theoretical perspectives into the model of the perceived gender pay gap.

The purpose of this study is to account for gender gaps owing to a lack of education and training. Gender gaps pervade human activity. But little is known about forces reshaping gaps across career phases, from education to running a business. Such gaps may accumulate over one’s entrepreneurial career and widen or narrow due both to environmental forces that reconfigure the gap across career phases and to the gendering of competencies and benefits from education and training.

A representative sample of 110,689 adults around the world was surveyed in the Global Entrepreneurship Monitor. Gender-related effects were ascertained by odds ratios estimated by hierarchical modelling, controlling for country and attributes of individuals.

Education and entrepreneurial training, both during and after formal schooling, are highly beneficial in developing competencies and during career phases – i.e. intending to start a business, starting a business, and running a business. Early gaps in human capital are reproduced as gaps in careers, and continuous disadvantages in the environment repeatedly widen gaps throughout a person’s entrepreneurial career. That said, gender gaps are reduced slightly over time as women gain greater benefit from training than men.

The cumulative effects of early gender gaps in education and training call for research on gendered learning, and recurrent gender effects across career phases call for research on gendering in micro-level contexts such as networks and macro-level contexts such as institutions.

Understanding the gendering of human capital and careers has implications for policy and education aimed at developing human resources, especially for mobilising women. The finding that women gain greater benefit than men from training is informative for policies that foster gender equality and empower women pursuing careers.

Conceptualising the entrepreneurial career as a sequence of several stages enables the assessment of gender gaps owing to initial disadvantages in education and to recurrent disadvantages on the career path.

Using survey datasets, the purpose of this work explores the impact of economic freedom on the gender pay gap in the UK.

The analysis combines Economic Freedom of the World data with the Understanding Society (USoc) Microdata series.

The results document that economic freedom positively affects the gender pay gap. When the components of the index are considered, the findings indicate different effects of various types of policy, i.e. less government spending, stronger trade liberalization conditions and levels of corruption lead to higher gaps; stronger legal and property rights and a sounder money system have no impact on the gap. Moreover, a stronger impact in the manufacturing industry, part-time workers and those who work in the non-London regions is observed.

The findings imply that reductions to government spending programmes can potentially aggravate the gap in hourly wages paid between males and females and should, therefore, be implemented. It may be also possible to provide females the training or education necessary to effectively compete in the workforce, before eliminating any spending programme they rely on.

The first study explores the link between economic freedom and gender pay gap through a unique survey dataset with UK households.

The literature on HR metrics does not address the political issues that surround the definition and interpretation of these metrics. However, the need for agreement about HR metrics between different stakeholders is underlined by the framework of the sociology of quantification. This research aims to complement the literature on HR metrics by studying the process of defining and interpreting appropriate HR metrics, focusing on the example of the gender pay gap.

A case study with interviews and participant observation is conducted on a French company.

The results show that HR metrics are essential to prove the existence of inequalities. However, there are disagreements between management, unions and gender equality referents concerning appropriate HR metrics and their use.

Contrary to the literature on the subject, which remains predominantly positivist and normative, this article sheds light on the political issues surrounding the definition and use of HR metrics and shows the importance of involving a range of actors (managers, unions and employees) in the entire process.

The purpose of this paper is to assess determinants of returns to male and female entrepreneurship in Ghana, Kenya and Uganda at selected quantiles along the distribution, as well as examine gender gaps in returns to entrepreneurship and factors contributing these gaps.

Employing a unique data set collected in the three countries on entrepreneurial motivations, constraints and performance, the authors apply unconditional quantile regression technique to assess the determinants of returns to entrepreneurship at various quantiles along the distribution. Additionally, the authors employ decomposition techniques to assess gender gaps in returns to entrepreneurship at various points along the distribution. The data contain extensive information on entrepreneur’s personal characteristics, including parental background and household composition and structure.

The study finds substantial differences in determinants of returns to male and female entrepreneurship along the distribution, with firm asset increasing returns to entrepreneurship. There is also the presence of gender gaps in returns to entrepreneurship at the lower-end of distribution, however, gaps disappear at the upper tail of the distribution, indicative of sticky floors in returns to entrepreneurship in Ghana, Kenya and Uganda. The authors also find gender bias against female entrepreneurship in the three countries, as unobserved characteristics largely responsible for the gender gaps in entrepreneurial returns.

This work has been undertaken by the authors and has not been carried out by any other person. The study will add to the existing literature on gender and returns to entrepreneurship.

The purpose of this paper is to study gender differences in wage bargaining by comparing the unexplained wage gap in desired, realised and reservation wages.

The notion of desired wages is applied, which shows workers’ first bet to potential employers during the job-search process. A large job-search data set is drawn from the main Estonian electronic job-search site CV Keskus.

It is found that the unexplained gender wage gap is around 20 per cent in desired wages and in realised wages, which supports the view that the gender income gap in expectations compares well with the realised income gap. The unexplained gender wage gap is larger in desired wages than in reservation wages for unemployed individuals, and this suggests that women ask for wages that are closer to their reservation wages men do. Occupational and sectoral mobility is unable to explain a significant additional part of the gender wage gap.

The paper adds to the scarce empirical evidence on the role of the non-experimental wage negotiation process in the gender wage gap. In addition, the authors seek to explain one of the largest unexplained gender wage gaps in Europe, the one in Estonia, by introducing a novel set of variables for occupational and sectoral mobility from a lengthy retrospective panel.

The purpose of this paper is to find whether non-cognitive traits contribute to the gender gap in supervisory status and promotion.

The authors use a large employer-employee matched data set collected from six former socialist countries to assess the link between non-cognitive traits and upward mobility.

Controlling for workplace heterogeneity, the authors find that gender differences in locus of control, the preference for challenge vs affiliation, and adherence to work ethic together can explain about 7-18 percent of the gender gap in supervisory status and promotion.

Overall, non-cognitive traits provide an important, though modest, explanation for the gender gap in upward mobility.