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Can wage transparency reduce the gender pay gap? Evidence from a 2018 law in Portugal
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Resumo(s)
Pay transparency initiatives have grown in popularity around the
world as mechanisms to tackle the Gender Pay Gap (GPG). We
study the 2018 Portuguese law, requiring the development of
assessments on disparities by firm, professional category and
qualifications, with covered firms having to correct or justify those
differences, risking penalties if non-compliant. Using Quadros de
Pessoal (QP) data and a differences-in-differences (Diff-in-Diff)
approach, we find that, when fixed effects are incorporated, and
factors like seniority or potential experience are controlled for, the
GPG decreases 0.46 p.p. (4.75%). We also assess different
scenarios, attempting to identify higher impacted firm types.
Descrição
Palavras-chave
Wage inequality Labour market regulations Gender pay gap Pay transparency Firm wage policies Wage discrimination