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本文应用统计型歧视理论,提出不完全信息劳动力市场中男女劳动者体力劳动生产率差距将导致企业进行性别歧视,于是性别工资差距总是包含生产率差距和歧视两部分。雇佣合格劳动者的成本收益比的性别差距较大的职业,就业机会和工资的性别不平等程度也较高。结合全国高校毕业生就业调查数据的数值模拟表明,对于存在性别工资差距的职业,性别工资差距中歧视因素的影响程度均超过60%;男女就业机会差距较大的职业,工资性别歧视程度也较高。当政府为女性劳动者人力资本投资提供补贴时,可以有效降低性别工资差距和工资性别歧视程度。本文不但为解释性别歧视提供了新的理论视角,而且为反性别歧视政策提供了定量化的参考。
In this paper, we use statistical discrimination theory to point out that incomplete labor productivity gap between men and women in the labor market will lead to gender discrimination. Therefore, the gender wage gap always includes two parts: productivity gap and discrimination. Employment-eligible workers have higher cost-benefit ratios than those with larger gender gaps in job-related employment and wages. According to the data of employment survey data of college graduates in China, it shows that the impact of discrimination factors in the gender wage gap is over 60% for those occupations with gender wage gap. The employment gap between men and women is also greater high. When the government subsidizes the human capital investment of female laborers, it can effectively reduce the gender wage gap and wage discrimination. This article not only provides a new theoretical perspective for explaining gender discrimination, but also provides a quantitative reference for anti-sexist policies.