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...
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World Bank, Washington, DC
2017
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| Online Access: | http://documents.worldbank.org/curated/en/181701494593406327/Compensation-diversity-and-inclusion-at-the-World-Bank-Group http://hdl.handle.net/10986/26750 |
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okr-10986-267502021-06-08T14:42:46Z Compensation, Diversity and Inclusion at the World Bank Group Das, Jishnu Joubert, Clement Tordoir, Sander Florian WAGES GENDER GAP DIVERSITY 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. 2017-05-24T15:51:05Z 2017-05-24T15:51:05Z 2017-05 Working Paper http://documents.worldbank.org/curated/en/181701494593406327/Compensation-diversity-and-inclusion-at-the-World-Bank-Group http://hdl.handle.net/10986/26750 English en_US Policy Research Working Paper;No. 8058 CC BY 3.0 IGO http://creativecommons.org/licenses/by/3.0/igo World Bank World Bank, Washington, DC Publications & Research Publications & Research :: Policy Research Working Paper |
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Digital Repository |
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Foreign Institution |
| institution |
Digital Repositories |
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World Bank Open Knowledge Repository |
| collection |
World Bank |
| language |
English en_US |
| topic |
WAGES GENDER GAP DIVERSITY |
| spellingShingle |
WAGES GENDER GAP DIVERSITY Das, Jishnu Joubert, Clement Tordoir, Sander Florian Compensation, Diversity and Inclusion at the World Bank Group |
| relation |
Policy Research Working Paper;No. 8058 |
| description |
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. |
| format |
Working Paper |
| author |
Das, Jishnu Joubert, Clement Tordoir, Sander Florian |
| author_facet |
Das, Jishnu Joubert, Clement Tordoir, Sander Florian |
| author_sort |
Das, Jishnu |
| title |
Compensation, Diversity and Inclusion at the World Bank Group |
| title_short |
Compensation, Diversity and Inclusion at the World Bank Group |
| title_full |
Compensation, Diversity and Inclusion at the World Bank Group |
| title_fullStr |
Compensation, Diversity and Inclusion at the World Bank Group |
| title_full_unstemmed |
Compensation, Diversity and Inclusion at the World Bank Group |
| title_sort |
compensation, diversity and inclusion at the world bank group |
| publisher |
World Bank, Washington, DC |
| publishDate |
2017 |
| url |
http://documents.worldbank.org/curated/en/181701494593406327/Compensation-diversity-and-inclusion-at-the-World-Bank-Group http://hdl.handle.net/10986/26750 |
| _version_ |
1764462758390136832 |