| Title of publication/activity: |
How does workplace monitoring affect the gender wage differential? Analysis of the Annual Survey of Hours and Earnings and the 2004 WERS |
| Type of publication/activity: |
Working Paper |
| Nature of content: |
Secondary analysis |
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Author(s): |
Davies R and Welpton R |
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Year: |
2008 |
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Working Papers: |
Working paper number: |
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Working paper publisher: |
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Survey instruments used: |
WERS 2004 |
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| Management Questionnaire: |
Y |
| Employee Representative
Questionnaire: |
N |
| Financial Performance
Questionnaire: |
N |
| Survey of Employees: |
Y |
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WERS 1998: |
N |
WIRS 1990: |
N |
WIRS 1984: |
N |
WIRS 1980: |
N |
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Panel data: |
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WERS 1998-04: |
N |
WERS 1990-98: |
N |
WIRS 1984-90: |
N |
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Associated studies: |
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Employers' Labour
Use Strategies Survey (ELUS): |
N |
Employers' Manpower and Skills
Practices Survey (EMSPS): |
N |
Annual Business Inquiry (ABI): |
N |
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PDF of full research: |
060308_103541.pdf |
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URL location: |
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Summary/Abstract: |
| This paper investigates the impact of workplace gender monitoring and review procedures on the wages of female workers relative to males. Many medium and large organisations have adopted formal equal opportunity policies covering not only pay, but also recruitment, selection, and promotion. Many workplaces now actively monitor these areas to ensure equality is improved or maintained between female and male workers. In this paper we investigate the effect of such workplace monitoring on the gender gap in pay. |
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Previously published as: |
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