Karen Mumford

University of York, Economics and Related Studies, Faculty Member

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Jennifer Smith

University of Warwick

Catia Nicodemo

Elif Oznur (Kan) Acar

Cankaya University

Christophe J. Nordman

Institut de Recherche pour le Développement (IRD - France)

Ana P . Canedo

University of Montreal

Massimiliano Tani

Noemi Pace

Università Ca' Foscari Venezia

Anuneeta Mitra

National University of Educational Planning and Administration

Vincenzo Atella

"Tor Vergata" University of Rome

Francesco Pastore

Università della Campania Luigi Vanvitelli

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Papers by Karen Mumford

Decomposing Gender Wage Gaps across the Distribution in Great Britain: Including Allowance for Sample Selection Adjustment

JEL J3, J7 This paper investigates differences between the log wage distributions of men and wome... more JEL J3, J7 This paper investigates differences between the log wage distributions of men and women working full-time in Britain, using household panel data. Substantial earnings gaps are found and strong evidence of a glass ceiling for women is established. After allowing for positive self-selection into full-time employment by British women, we find that a significant and substantial gender earnings gap remains. The majority of this gap is related to men receiving larger payments for their observed characteristics (especially higher education, being a manager, and having managerial duties) than women receive. Gender differences in these relative payments are found to increase over the earnings distribution, especially above the 80 th quantile and are strongly associated with a glass ceiling for women working full-time in Britain.

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Fairness and satisfaction in British workplaces: Do I care if you pay me less?

JEL I3, J3, J7, J28 There has been an enormous surge in the number of studies of satisfaction and... more JEL I3, J3, J7, J28 There has been an enormous surge in the number of studies of satisfaction and/or happiness in the recent economics' literature. The main contribution we make to this research area is to explore (i) workers' perception of fairness and job satisfaction; and (ii) their relationship with relative wages.

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Employee Training, Wage Dispersion and Equality in Britain

We use British household panel data to explore the wage returns to training incidence and intensi... more We use British household panel data to explore the wage returns to training incidence and intensity (duration) for 6924 employees. We find these returns differ greatly depending on the nature of the training (general or specific); who funds the training (employee or employer); and the skill levels of the recipient (white or blue collar). Using decomposition analysis, we further conclude that training is positively associated with wage dispersion in Britain and a virtuous circle of wage gains but only for white-collar employees.

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Flying High and Laying Low in the Public and Private Sectors: A Comparison of Pay Differentials for Full-Time Male Employees in Britain

Using new linked employee-employer data for Britain in 2004, this paper shows that, on average, f... more Using new linked employee-employer data for Britain in 2004, this paper shows that, on average, full-time male public sector employees earn 11.7 log wage points more than their private sector counterparts. Decomposition analysis reveals that the majority of this pay premium is associated with public sector employees having individual characteristics associated with higher pay and to their working in higher paid occupations. Further focussing analysis on the highly skilled and unskilled occupations in both sectors, reveals evidence of workplace segregation positively impacting on earnings in the private sector for the highly skilled, and in the public sector for the unskilled. Substantial earnings gaps between the highly skilled and unskilled are found, and the unexplained components in these gaps are very similar regardless of sector.

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The Public-Private Sector Wage Differential for Full-Time Male Employees in Britain: A Preliminary Analysis

Relative employment conditions have changed across the public and private sectors in Britain over... more Relative employment conditions have changed across the public and private sectors in Britain over the last decade with the former becoming a more attractive earnings option. Using new linked employee-employer data for Britain in 2004, this paper shows that, on average, full-time male public sector employees earn 11.7 log wage points more than their private sector counterparts. Decomposition analysis reveals that the majority of this pay premium is associated with public sector employees having individual characteristics associated with higher pay and to their working in higher paid occupations. Whilst there is some evidence of workplace segregation in the private sector, there is little indication that rates of return vary across the earnings distribution for either public or private sector employees. It no longer appears to be the case that the public sector provides a refuge for the low skilled at the expense of the highly educated. Furthermore, working conditions appear more unif...

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Labour Supply and Childcare for British Mothers in Two-Parent Families: A Structural Approach

We develop and estimate a structural model of labour supply for British two parent families, taki... more We develop and estimate a structural model of labour supply for British two parent families, taking explicit account of the importance of childcare related variables. We find working mothers do not increase their working hours when hourly wages increase, indeed, they are more likely to reduce their hours. The major inducement for working mothers to increase their working hours, that we find, is the provision of high quality formal childcare. Implying that government policy aiming at increasing working hours amongst British mothers of pre-school children may need to focus on the quality as well as the quantity of formal child care that is available.

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Tenure, Absenteeism, and Occupational Segregation in the Australian Labour Market

Occupational and Industrial Segregation of Australian Women

Wage Determination and Strike Activity in the New South Wales Coal Industry: Trade Union and Employer Bargaining

LABOR DEMAND (BOOK REVIEW)

LABOR DEMAND-HAMERMESH, DS

STRUCTURE AND DISPUTATION IN THE NEW-SOUTH-WALES COAL INDUSTRY, 1952-1987

Household Asset-Holding Diversification in Australia

Australian Economic Review, 2015

ABSTRACT We explore asset-holding diversification by Australian households; in particular, the ho... more ABSTRACT We explore asset-holding diversification by Australian households; in particular, the household asset diversification participation decision (whether or not to diversify at all) is jointly estimated with the decision of how much to diversify. In so doing, recent literature on the modelling of proportions is combined with the growing body of research concerning household financial decision-making. Our findings are consistent with the participation of households operating in diverse financial markets being constrained by ineffective information conduits, influencing the decision of whether or not to diversify.

Labour Supply and Childcare for British Two% Parent Families: A Structural Approach

The economics of affirmative action

Power-Couples and the Co-location Hypothesis: The Australian Case

Trade Union Membership and the Segregation of Women in the Australian Work Force

Flying high and laying low in the public and private sectors: A comparison of pay differentials for male, full-time employees

JEL J3, J7 Using new linked employee-employer data for Britain in 2004, this paper shows that, on... more JEL J3, J7 Using new linked employee-employer data for Britain in 2004, this paper shows that, on average, full-time male public sector employees earn 11.7 log wage points more than their private sector counterparts. Decomposition analysis reveals that the majority of this pay premium is associated with public sector employees having individual characteristics associated with higher pay and to their working in higher paid occupations. Further focussing analysis on the highly skilled and unskilled occupations in both sectors, reveals evidence of workplace segregation positively impacting on earnings in the private sector for the highly skilled, and in the public sector for the unskilled. Substantial earnings gaps between the highly skilled and unskilled are found, and the unexplained components in these gaps are very similar regardless of sector.

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Participation Rates of Women in the Australian Labour Market

Decomposing Gender Wage Gaps across the Distribution in Great Britain: Including Allowance for Sample Selection Adjustment

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Fairness and satisfaction in British workplaces: Do I care if you pay me less?