# Labor market segmentation and the gender wage gap: Evidence from China

## TL;DR

This study examines the gender wage gap in China across different sectors and finds that the private sector has the largest gap, with policy recommendations suggested.

## Contribution

The paper introduces the collective economy into the analysis of gender wage gaps and assesses wage gaps across different wage groups.

## Key findings

- The gender wage gap is smallest and most stable in the public sector.
- The private sector has the largest gender wage gap and significant disparities among high-wage earners.
- Inter-sector differences, particularly gender discrimination in certain sectors, are the main cause of the wage gap.

## Abstract

Although the Chinese government has implemented a variety of measures, the gender wage gap in 21st century China has not decreased. A significant body of literature has studied this phenomenon using sector segmentation theory, but these studies have overlooked the importance of the collective economy beyond the public and private sectors. Moreover, they have lacked assessment of the gender wage gap across different wage groups, hindering an accurate estimation of the gender wage gap in China, and the formulation of appropriate recommendations. Utilizing micro-level data from 2004, 2008, and 2013, this paper examines trends in the gender wage gap within the public sector, private sector, and collective economy. Employing a selection bias correction based on the multinomial logit model, this study finds that the gender wage gap is smallest and most stable within the public sector. Furthermore, the private sector surpasses the collective economy in this period, becoming the sector with the largest gender wage gap. Meanwhile, a recentered influence function regression reveals a substantial gender wage gap among the low-wage population in all three sectors, as well as among the high-wage population in the private sector. Additionally, employing Brown wage decomposition, this study concludes that inter-sector, rather than intra-sector, differences account for the largest share of the gender wage gap, with gender discrimination in certain sectors identified as the primary cause. Finally, this paper provides policy recommendations aimed at addressing the gender wage gap among low-wage groups and within the private sector.