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In this chapter I provide a sociological discussion of the gender pay gap legalisation by drawing on data in the sport sector across public and private commercial sports organisations. The gender pay gap is a significant reporting tool as it refers to the difference in the average hourly wage of all men compared to all women across an organisation (gov.uk, 2020). It is part of legislation introduced in the UK in 2017 which requires all employers with 250 or more employees to calculate and publish annually their gender pay gap data (gov.uk, 2020). The patterns emerging from the data indicate that the highest disparity in gender pay remains in those organisations where professional sport is commercialised around male performance (average gender pay gap is 59.1% in 2018–2019). In this chapter I draw on figurational concepts of power that enable the analysis of gender relations processually and draw on the role of shame and embarrassment to discuss the ways in which gender pay gap reporting may be used as a power resource to challenge ongoing inequalities in sport governance.

The gender pay gap is a well-documented phenomenon in labor economics. Based on the 2018 Structure of Earnings Survey (SES), the authors estimate the impact of observable characteristics on the gender pay gap in Visegrad Group countries and provide policy recommendations on reducing the gender pay gap.

The Oaxaca-Blinder decomposition is applied to estimate the values of explained and unexplained parts of the gender pay gap. Gender pay gap in unadjusted as well as adjusted form is estimated using data on the individual level.

The results show that unadjusted gender pay gap proved to be stable at more than 20%. The authors found evidence that education widens gender pay gap implying that men have higher returns on education than women. Tertiary education proved to be the highest contributor to widening of gender pay gap. Results also show that there is strong sectoral and occupational segregation. Decomposition proved that only 21% of gender pay gap could be explained by observed characteristics. The unexplained part showed negative values, meaning women would have higher wages, if they had characteristics like men.

Structure of Earnings Survey data are published every four years; therefore the authors’ dataset from year 2018 might not completely reflect today's reality. Unfortunately, newer data are note available yet. Second, Structure of Earning Survey data do not contain variables representing social factors of respondents like marital status, number of children or labour market absence due to birth or childcare. Third, data used for this study do not contain firms that have less than 10 employees; therefore, considerable portion of the labour market is omitted.

Results of this study will help policymakers understand the roots and causes of the gender pay gap in Visegrad Group countries but addressing this issue requires further research.

This chapter reviews work that examines the potential causes of inequality for women in employment in the UK. Amongst developed economies and based on mean hourly earnings, the UK has one of the highest gender pay gaps (ILO, 2018). The UK, therefore, illustrates some of the key theoretical and practical issues associated with greater gender equality that affect other countries to varying degrees. This chapter sets out key theoretical perspectives on gender inequality, summarizes important research, identifies research gaps and provides an agenda for future research. It highlights how there is no simple explanation for the disparities in pay between men and women; these disparities persist in the UK and elsewhere. Theories and empirical analyses, therefore, need to expand to identify other potential causes of gender inequality, extending ‘upwards’ to examine how the nature of firms varies across countries and ‘downwards’ to assess how union representatives influence equal opportunity policies in organizations.

In this paper, we use microdata on employment and earnings from a variety of industrialized countries to investigate the family gap in pay – the differential in hourly wages between women with children and women without children. We present results from seven countries: Australia, Canada, the United Kingdom, the United States, Germany, Finland, and Sweden. We find that there is a good deal of variation across our sample countries in the effects of children on women’s employment and in the effects of children on women’s hourly wages even after controlling for differences between women with and without children in characteristics such as age and education. We also find that the variation in the family gap in pay across countries is not primarily due to differential selection into employment or to differences in wage structure across countries. We suggest that future research should examine the impact of family policies such as maternity leave and child care on the family gap in pay.

This study aims to examine the gender pay gap in organizational leadership positions in China. The author seeks to analyse how much of the gap is explained by differences in individual characteristics and how much is explained by firm characteristics.

This study estimates pay functions based on a unique data set from a survey of private firms and top managers in Liuzhou, Guangxi, China.

Female managers receive much lower pay than male managers in China. A larger portion of the gender earnings gap can be attributed to firm‐level characteristics than individual characteristics. Female managers tend to have fewer firm‐level characteristics that are associated with higher pay, and when they do, they tend to receive a smaller pay premium for those characteristics. This is especially the case for the firm size variable where female managers are less likely to be employed in higher paying large firms, and when they are, they receive a smaller firm‐size premium.

This study uses a sample of small and medium‐sized enterprises (SMEs) in China. As such, the gender pay gap in larger firms or firms in large cities (e.g. Beijing or Shanghai) may not be represented by the findings of this study.

This study offers insights on how women executives are paid after they cross the “glass ceiling” and enter the managerial ranks in China. Female executives should be aware of the effects of firm characteristics on gender differences in compensation.

This study adds to the limited empirical literature on the gender pay gap among top executives using a matched establishment‐manager data set in China.

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.

Many developing and transition countries, and even some in the industrialized West, experience periods in which a substantial proportion of the workforce suffer wage arrears. We examine the implications for estimates of wage gaps and inequality using the Russian labor market as a test case. Wage inequality grew rapidly as did the incidence of wage arrears in Russia in the 1990s. Given data on wages and the incidence of wage arrears we construct counterfactual wage distributions, which give the distribution of pay were arrears not present. The results suggest that wage inequality could be some 30 percent lower in the absence of arrears. If individuals in arrears are distributed across the underlying wage distribution, as appears to be the case in Russia, we show that it may be feasible to use the wage distribution for the subset of those not in arrears to estimate the underlying population wage distribution parameters.

Set within the context of International Financial Services (IFS), this research aims to considers the demographic profile of IFS apprenticeship candidates in relation to gender equality and social mobility in Ireland. This study also offers valuable insights as to the gendered nature of these “new” apprenticeships and examine whether these programmes provide opportunities for social mobility.

Implementing a quantitative approach, underpinned by a positivist stance, this study analyses Irish national apprenticeship data relating to IFS programmes (n = 1118). Non-parametric tests were applied in the analysis of the gender dimension, while to analyse social mobility, the socio-economic status and spatial profile of candidates were compiled and analysed using the Pobal HP Deprivation Index (SA).

The findings revealed more women are undertaking non-traditional apprenticeship programmes as compared with traditional craft apprenticeships. Within the IFS context, while female participation was seen to be growing, gender divergence was observed in terms of programme level, with a greater number of men, as compared with women, engaging in higher-level degree apprenticeship programmes. The findings also show that IFS apprentices are primarily from socio-economic areas that are above average. This trend indicates a distinctive candidate who is more aligned with the sectoral profile of IFS than that of traditional apprenticeship programmes. Such findings reveal that the “widening participation” aim of IFS apprenticeships is not yet fully realised with issues of gender inequality and social mobility persistent within the wider IFS sector.

This study provides an important dimension to both academic and practitioner literature concerning apprenticeships. To date, there has been a proliferation of publications concerning the beneficial impact of skills and vocational-led apprenticeships. However, limited attention has been directed to non-traditional apprenticeships and even less still within the setting of IFS. This research initiates the process of addressing that gap within an Irish context. This study also adds to the existing apprenticeship discourse regarding issues of gender and social mobility by examining the gendered nature of IFS apprenticeships and well as assessing whether these apprenticeships aid social mobility.