Richard V. Burkhauser, Nicolas Hérault, Stephen P. Jenkins, Roger Wilkins, 21 July 2020

The share of total income held by those at the very top of the income distribution has been much analysed, but despite a rising share of women in the top 1% of the income distribution, less is known about the gender divide at the top. This column analyses gender differences among the UK top 1% between 1999 and 2015. The rising share of women in the top 1% is largely accounted for by women having increased the time they spend in full-time education by more than men did.

Anne Boschini, Jesper Roine, 29 January 2020

While the rising income share of top earners has received enormous attention in recent years, the share of women at the top has not been examined as closely. This column analyses income tax data from Sweden, where taxes are filed individually regardless of marital status. It finds that while the share of women among the wealthiest groups has steadily increased over time, women remain a clear minority, especially at the very top. Unlike top-income men, top-income women are much more likely to have partners who are also in the top of the income distribution.

Aline Bütikofer, Sissel Jensen, Kjell G. Salvanes, 29 November 2018

A recent literature argues that a ‘motherhood penalty’ is a main contributor to the persistent gender wage gap in the upper part of the earnings distribution. Using Norwegian registry data, this column studies the effect of parenthood on the careers of high-achieving women relative to high-achieving men in a set of high-earning professions. It finds that the child earnings penalty is substantially larger for mothers with an MBA or law degree than for mothers with a STEM or medical degree.

Stefania Albanesi, Claudia Olivetti, María Prados, 21 December 2015

The gender gap in the workplace persists, affecting women in professional and managerial occupations the most. This column looks at the gender gap among top executives at Standard & Poor’s firms and suggests that performance-related pay schemes should be better scrutinised. Increasing transparency of an executive’s compensation relative to others in similar positions might go some way towards mitigating gender pay inequality for top executives.


CEPR Policy Research