Salary differentials of men and women in the B.C. public service : a human capital approach

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dc.contributor.authorWetton, Catherine Elizabethen_US
dc.date.accessioned2024-08-15T20:15:07Z
dc.date.available2024-08-15T20:15:07Z
dc.date.copyright1990en_US
dc.date.issued1990
dc.degree.departmentDepartment of Economicsen_US
dc.degree.levelMaster of Arts M.A.en
dc.description.abstractThe analysis described in this thesis measures the salary differentials between men and women in the B.C. Public Service and assesses whether or not any portion of the salary differential can be attributed to gender based discrimination against women. The method of analysis employs regression techniques to estimate an earnings function model. The estimated regression coefficients are then used to decompose the measured salary differential into that portion due to productivity differences and that portion attributable to gender based discrimination. To be comparable with other wage discrimination studies this analysis includes two wage discrimination estimates. The first estimate controls for all productivity, occupational and personality variables and seeks to measure pure wage discrimination, if any. The second estimate specifically excludes the occupational groupings and is a broader measure of gender based discrimination which includes the effects of occupational segregation. The data used in this analysis are obtained from a 1985 Ministry of Labour Career Advancement study in the B.C. Public Service in which employment and personal characteristics information has been collected from approximately 1,500 employees. The results indicate that approximately ten percent (or $21 biweekly) of the measured salary differential between men and women in the B.C. Public Service cannot be explained by differences in productivity, job category groupings, or other personal characteristics and appears to be the result of gender based pure wage discrimination against women. If the job category groupings are removed from the analysis then the gender based discrimination estimate increases to 16 percent (or $34 biweekly) of the salary differential.
dc.format.extent172 pages
dc.identifier.urihttps://hdl.handle.net/1828/20079
dc.rightsAvailable to the World Wide Weben_US
dc.titleSalary differentials of men and women in the B.C. public service : a human capital approachen_US
dc.typeThesisen_US

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