Lin Ken-Hou, Neely Megan Tobias
The University of Texas at Austin, USA.
Soc Curr. 2017 Dec;4(6):535-555. doi: 10.1177/2329496516686622. Epub 2017 Jan 13.
Previous research documents a growing wage premium for elite financial workers since the 1980s. A second line of research finds substantial gender disparities in earnings and career mobility among elite financial workers. Yet little is known about whether women in finance still receive a wage premium compared with their nonfinance counterparts. In addition, few studies examine whether similar gender disparities exist among nonelite financial workers. This article examines how the wage premium for working in the financial sector varies by gender and parental status across the wage distribution. We report that women earn a greater wage premium than men in low-wage financial jobs, while almost all of the increase in wages in high finance is captured by elite men, particularly fathers. Consequently, the financial sector simultaneously exacerbates and mitigates gender inequalities at different locations of the labor market. Our findings highlight the significance of institutional context in amplifying and attenuating the reward and penalty associated with gender and parental status.
以往的研究表明，自20世纪80年代以来，精英金融从业者的工资溢价在不断增加。另一项研究发现，精英金融从业者在收入和职业流动性方面存在巨大的性别差异。然而，对于金融领域的女性与非金融领域的女性相比是否仍能获得工资溢价，我们知之甚少。此外，很少有研究考察非精英金融从业者中是否存在类似的性别差异。本文研究了金融行业工作的工资溢价如何因性别和父母身份在工资分布中有所不同。我们报告称，在低薪金融工作中，女性获得的工资溢价高于男性，而在高端金融领域，工资增长几乎都被精英男性，尤其是有子女的父亲获得。因此，金融部门在劳动力市场的不同位置同时加剧和缓解了性别不平等。我们的研究结果凸显了制度背景在放大和减轻与性别及父母身份相关的奖惩方面的重要性。
