Analysis of gender wage gap and the Nigerian labour market: a new empirical evidence

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-12-05 DOI:10.1108/ijm-11-2022-0549
Anthony Orji, Emmanuel O. Nwosu
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Abstract

Purpose

This study investigated the gender wage gap in Nigeria by analysing two waves of household surveys (in 2003–2004 and 2018–2019) in order to understand the dynamics or polarisation of the labour market in Nigeria in terms of the gender wage gap over time.

Design/methodology/approach

The study applied an extension of Oaxaca–Blinder decomposition that relies on the re-centred influence function (RIF) regressions to analyse the gender wage gap at all points along the wage distribution.

Findings

The results unambiguously show that there is a significant gender wage gap in Nigeria at all points along the wage distribution, such that for the two surveys used and after nearly two decades, men still earn more than women. That is, the log wage difference between males and females is statistically significant at all points between the 10th and the 90th quantiles. In 2003–2004 period, the authors found that most of the wage difference was significantly accounted for by the wage structure effect, whilst the composition effect was negative and only significant at the bottom of the wage distribution. Since the 2018–2019 period, the authors found that there has been a visible change such that most of the gender wage gap is now accounted for by the composition effect at all points along the wage distribution. Another interesting finding is that there has been a general decline in the gender wage gap along the entire wage distribution, such that inequality was higher in 2003–2004 than in 2018–2019. This decline is bigger at the top than at the bottom of the wage distribution. The authors also found that, contrary to some of the studies on the wage gap, the raw gaps for the two surveys appear to show inverted U-shape, but the gap has fallen quickly since the 2018–2019 period. Thus, the authors found strong evidence of a “sticky floor” compared to a “glass ceiling” effect in both periods, and this becomes more pronounced over time. In terms of the contributions of individual covariates on gender pay gap in Nigeria, the authors found that urban residence, unionisation, education and occupation variables exhibit major influence. However, the effects of covariates on the composition and wage structure components of the wage gap have changed over time.

Practical implications

The major policy implication of these findings is that to address the gender wage gap in Nigeria, policy should focus more on how labour is rewarded and improving human capital for women.

Originality/value

This study is a novel paper in Nigeria that has investigated the gender wage gap in Nigeria by extending the focus of literature in three ways. First, the authors applied an extension of Oaxaca–Blinder decomposition that relies on the RIF regressions to analyse the gender wage gap at all points along the wage distribution. Second, the authors used sample selection bias to account for the non-randomness of participation in wage employment. And third, the authors applied similar analysis to two waves of household surveys (in 2003/2004 and 2018/2019) in order to understand the dynamics or polarisation of the labour market in Nigeria in terms of the gender wage gap over time.

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性别工资差距与尼日利亚劳动力市场分析:一个新的经验证据
本研究通过分析两波家庭调查(2003-2004年和2018-2019年)来调查尼日利亚的性别工资差距,以了解尼日利亚劳动力市场在性别工资差距方面的动态或两极分化。设计/方法/方法本研究采用了瓦哈卡-布林德分解的扩展,该分解依赖于重新集中的影响函数(RIF)回归来分析工资分布中所有点上的性别工资差距。研究结果明确表明,尼日利亚在工资分配的各个方面都存在着显著的性别工资差距,因此,在使用的两次调查中,在近20年后,男性的收入仍然高于女性。也就是说,在第10到90分位数之间的所有点上,男女工资的对数差异在统计上都是显著的。在2003-2004年期间,作者发现工资结构效应显著地解释了大部分工资差异,而构成效应为负,仅在工资分布的底部显著。作者发现,自2018-2019年期间以来,出现了一个明显的变化,即性别工资差距的大部分现在都是由工资分布中所有点的构成效应来解释的。另一个有趣的发现是,在整个工资分配中,性别工资差距普遍缩小,2003-2004年的不平等程度高于2018-2019年。这种下降在工资分配的顶部比底部更大。作者还发现,与一些关于工资差距的研究相反,这两项调查的原始差距似乎呈倒u形,但自2018-2019年以来,差距迅速缩小。因此,作者发现了强有力的证据,证明在这两个时期都存在“粘地板”效应,而不是“玻璃天花板”效应,而且随着时间的推移,这种效应变得更加明显。就单个协变量对尼日利亚性别工资差距的贡献而言,作者发现城市居住、工会组织、教育和职业变量表现出主要影响。然而,随着时间的推移,协变量对工资差距的组成和工资结构成分的影响发生了变化。这些研究结果的主要政策含义是,要解决尼日利亚的性别工资差距问题,政策应更多地关注如何奖励劳动力和改善妇女的人力资本。原创性/价值本研究是尼日利亚的一篇新颖的论文,通过三种方式扩展文学的重点,调查了尼日利亚的性别工资差距。首先,作者应用了瓦哈卡-布林德分解的扩展,该分解依赖于RIF回归来分析工资分布中所有点的性别工资差距。其次,作者使用样本选择偏差来解释参与工资就业的非随机性。第三,作者对两波家庭调查(2003/2004年和2018/2019年)进行了类似的分析,以了解尼日利亚劳动力市场随着时间的推移在性别工资差距方面的动态或两极分化。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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Intersectional analysis of the labour market impacts of COVID on women with young children and in low-skilled jobs Intellectual capital as a driver of value creation in Serbian entrepreneurial firms Tax incentives for jobs: bang for the buck or wasted resources? Employment discrimination against transgender women in England Impact of green self-managed teams on firm’s performance: a moderating serial mediation model from an emerging market
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