“同酬”还需“同工”:职位隔离对性别收入差距的作用

Unequal Pay or Unequal Job: Effect of Hierarchical Segregation on Gender Earning Differentials

职位隔离是形成性别收入差距的重要机制。本文构建一个引入了职位晋升机制的收入差距分解方法,利用2006年中国综合社会调查数据,考察了职位隔离对性别收入差距的作用,且在统一的模型框架内识别和估计了职位内工资歧视(同工不同酬)和晋升歧视的程度。研究结果发现,女性过多地集中于职位"金字塔"结构的底层。尽管职位晋升的工资效应不存在显著的性别差异,但约41%的性别收入差距是由于职位隔离导致的。工资歧视是职位层级内部性别收入差距的主要来源。与之类似,职位晋升歧视能够解释1/4的性别收入差距。因此,除了同工同酬政策,促进职位晋升的机会平等是缩小性别收入差距的重要措施,意即"同酬"还需"同工"。

Hierarchical segregation represents an important source of male-female earning differentials. Using a large scale national survey dataset drawn from the China General Social Survey of 2006, this paper develops a variation of wage decompositions that takes into consid- eration ）oh title attainment and extends the literature by analyzing simultaneously the effects of hierarchical segregation, wage discrimination, and human capital on gender earning differ- entials in urban China. The evidences suggest that there exists hierarchical segregation in job positions. About 41 percent of the total gender log hourly earnings differentials results from across job levels. More of the unexplained difference account for wage discrimination within job levels. Meanwhile, a quarter of the total earnings gap is attributable to gender discrimina- tion in job promotion. Therefore, in addition to the policy of ＂equal pay for equal work＂, promoting more women into the higher positions is the active measure to promote gender equality.