Compensation, Diversity and Inclusion at the World Bank Group
This paper examines salary gaps by gender and nationality at the World Bank Group between 1987 and 2015 using a unique panel of all employees over this period. The paper develops and implements a dynamic simulation approach that models existing gap...
| Main Authors: | , , |
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| Format: | Working Paper |
| Language: | English en_US |
| Published: |
World Bank, Washington, DC
2017
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| Subjects: | |
| Online Access: | http://documents.worldbank.org/curated/en/181701494593406327/Compensation-diversity-and-inclusion-at-the-World-Bank-Group http://hdl.handle.net/10986/26750 |
| Summary: | This paper examines salary gaps by
gender and nationality at the World Bank Group between 1987
and 2015 using a unique panel of all employees over this
period. The paper develops and implements a dynamic
simulation approach that models existing gaps as arising
from differences in job composition at entry, entry
salaries, salary growth and attrition. There are three main
findings. First, 76 percent of the $27,400 salary gap across
the average male and female staff at the World Bank Group
can be attributed to composition effects, whereby men
entered the World Bank Group at higher paid positions,
particularly in the earlier half of the sample. Second,
salary gaps 15 years after joining the World Bank Group can
favor either men or women depending on their entry position.
Third, for the most common entry-level professional position
(known as Grade GF at the World Bank Group) there is a
gender gap of 3.5 percent in favor of males 15 years after
entry. The majority of this gap (84 percent) is due to
differences in salary growth rather than differences in
entry salaries or attrition. The pattern of these gaps is
similar for staff from different nationalities. The dynamic
decomposition method developed here thus identifies specific
areas of concern and can be widely applied to the analysis
of salary gaps within firms. |
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