民族工资差距在企业间的分布分析

1234151 About the National Institute of Economic and Social ResearchThe National Institute ofEconomic and Social Research is Britain's longest establishedindependent research institute, founded in 1938. The vision of our founders was to carry outresearch to improve understanding of the economic and social forces that affect people’s lives,and the ways in which policy can bring about change. Over eighty years later, this remainscentral to NIESR’s ethos. We continue to apply our expertise in both quantitative and qualitativemethods and our understanding of economic and social issues to current debates and toinfluence policy. The Institute is independent of all party-political interests.National Institute of Economic and Social Research2 Dean Trench StLondon SW1P 3HET: +44 (0)20 7222 7665E:enquiries@niesr.ac.ukwww.niesr.ac.ukRegistered charity no. 306083This paper was first published inJune 2025Competing Interest Statement: The views expressed in this paper are based on research andare notattributed to the organizations to which the researchers are affiliated. There are noconflicts of interest. The usual disclaimer applies.© National Institute of Economic and Social Research 2025 Accounting forFirmsinEthnicWageGapsAcrosstheEarningsDistributionVan Phan,Carl Singleton,Alex Bryson,John Forth,Felix Ritchie,Lucy StokesandDamianWhittardAbstractMoststudies ofethnicwage gapsrely onhouseholdsurveydata. As such,they are unable toexamine the degree to whichwagegapsarise withinor betweenfirms.We contribute to theliterature usinghigh quality employer-employee payroll data on jobs, hours, and earnings, linkedwith the personal and family characteristics of workers from thepopulationcensus for Englandand Wales.Wereveal substantial unexplained wage gaps disadvantaging ethnic minority groupsamong both women and men.These disparities occur predominantly within firms rather thanbetween them and are especially pronounced among higher earners.The patterns varysignificantly by gender and by ethnic minority group compared to whiteworkers. Sincemostofthewage disadvantage for ethnic minoritiesiswithin-firm, ourresultssuggest thatthe UK’srecent legislative reforms on firm-level gender pay gapreportingshouldbe expandedtoencompass ethnicitypaygaps.Classification:J31; J7; J71Keywords:Employer-Employee Data, Unconditional Quantile Regression, DecompositionMethods, UK Labour Market Acknowledgments:We aregrateful to Tim Butcher,Simonetta Longhi,Stephen Machin,and participants at theLow Pay Commission Symposium (2021), the Work, Pensions and Labour Economics StudyGroup (2021), the 24thColloquium on Personnel Economics (2022), the Royal EconomicSociety Annual Conference (2022), the Scottish Economic Society Annual Conference (2022),and a seminar at University of Nottingham Business School (2023), forvaluable adviceandcomments.A previous version of this paper was circulated as Phan et al. (2022), IZA discussionpaper 15284. We have since been able to expand the dataset, as well as improve our methodsand inference.This work was produced using statistical data fromthe UK’sOffice for National Statistics(ONS).The use of the ONS statistical data in this work does not imply the endorsement of theONS in relation to the interpretation or analysis of the statistical data.This work uses researchdatasets which may not exactly reproduce National Statistics aggregates.With thanks to Administrative Data Research UK and the Economic and Social ResearchCouncil for funding support ofWage and Employment Dynamics in Britain, under Grant No.ES/T013877/1. With thanks also to the ONS for carrying out the data linkage as partners inthe funded project.c.a.singleton@stir.ac.uk(corresponding author),Economics Division,University ofStirling,Stirling,FK9 4LA, UK;van4.phan@uwe.ac.uk,felix.ritchie@uwe.ac.uk,damian2.whittard@uwe.ac.uk, Bristol Business School, University of West of England;a.bryson@ucl.ac.uk,Social Research Institute, University College London;john.forth@city.ac.uk, Bayes Business School, CitySt Georges, University of London;Lucy.Stokes@cma.gov.uk;Competition and Markets Authority(CMA).Lucy Stokes completedthis research whilst employed at the National Institute of Economic and Social Research, UK.This work represents the views of the individual authors, and not the views of theCMA. Contents1. Introduction2. Data2.1 A first look at the differences in wages and employment by ethnicity in ASHE-Census3. Estimates of unexplained (adjusted) gender-ethnicity wage gaps3.1 Estimation3.2 Results for mean log wage gaps3.2 Results for unconditional quantiles4. Decomposing gender-ethnic wage gaps4.1 Methodology4.1 Results5. Summary and further discussionReferencesOnline AppendixA. Further details on the ASHE-Census 2011 datasetB. Additional Tables and Figures 1257101013182020222831353544 1.IntroductionAvast literaturealreadydescribessubstantial ethnic wage gaps in the United Kingdom across theearningsdistribution(e.g., Algan et al., 2010;Blackaby et al., 1994; Blacka