Volume 44, Number 174,
July-September 2013
Salary Gaps in Uruguay: Gender, Segregation
and Unequal Labor Qualifications
Alma Espino
The Effects of Segregation and Skill Mismatch On Salary Gaps

Gender, Segregation and Salary Gaps

Table 4 provides the results of estimates for equation (1), including different groups of variables. The coefficient linked to the female gender is negative and its value increases when controls for individual characteristics are incorporated. This may imply that despite an observed drop in salary gaps, the factor that could be attributed to discrimination, or to non-observable variables in the research, has grown as part of the explanation of these gaps. Although education tends to compensate for differences between men and women, as seen in the data, this is not completely achieved. Table 4 shows that by including different measures of labor segregation, the coefficient linked to the gender of the employee falls 34% in absolute value (from -0.269 to -0.178). These results are similar to those obtained by Bayard et al. (2003). In other words, although much of the gap is explained by female occupational segregation by type of occupation and economic sector, a substantial portion of the gap is still attributable to the gender of individuals. However, unlike this study, when the control variables linked to observable individual characteristics were included, the contribution of gender increased and education and career path only counteracted these factors, with a minimal contribution to decreasing the gap.

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PROBLEMAS DEL DESARROLLO. REVISTA LATINOAMERICANA DE ECONOMÍA, Volume 49, Number 195 October-December 2018 is a quarterly publication by the Universidad Nacional Autónoma de México, Ciudad Universitaria, Coyoacán, CP 04510, México, D.F. by Instituto de Investigaciones Económicas, Circuito Mario de la Cueva, Ciudad Universitaria, Coyoacán,
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