@TechReport{iza:izadps:dp13907,
            	author={Li, Jiang and Dostie, Benoit and Simard-Duplain, Gaëlle},
            	title={What Is the Role of Firm-Specific Pay Policies on the Gender Earnings Gap in Canada?},
            	year={2020},
	month={Nov},
            	institution={Institute of Labor Economics (IZA)},
            	address={Bonn},
            	type={IZA Discussion Paper},
            	number={13907},
            	url={https://www.iza.org/index.php/publications/dp13907},
	abstract={Using data from the Canadian Employer-Employee Dynamics Database between 2001 and 2015, we examine the impact of firms' hiring and pay-setting policies on the gender earnings gap in Canada. Consistent with the existing literature and following Card, Cardoso, and Kline (2016), we find that firm-specific premiums explain nearly one quarter of the 26.8% average earnings gap between female and male workers. On average, firms' hiring practices – due to difference in the relative proportion of women hired at high-wage firms, or sorting – and pay-setting policies – due to differences in pay by gender within similar firms – each explain about one half of this firm effect. The compositional difference between the two channels varies substantially over the life-cycle, by parental and marital status, and across provinces.},
	keywords={gender wage gap;firm effects;marital status;linked employer-employee data;pay-setting;sorting},
            }