谁应该得到更多？基于格鲁吉亚听力调查的公平薪酬分析案例研究

Public Disclosure Authorized Who Deserves More? An Analytical CaseStudy on Fair Pay Using theListening to Georgia Survey © 2026 International Bank for Reconstruction and Development / The World Bank1818 H Street NW, Washington, DC 20433Telephone: 202-473-1000; Website:www.worldbank.org This work is a product of the staff of The World Bank with external contributions. The findings, interpretations, and conclusionsexpressed in this work do not necessarily reflect the views of The World Bank, its Board of Executive Directors, or the governmentsthey represent. The World Bank does not guarantee the accuracy of the data included in this work. The boundaries, colors,denominations, links/footnotes and other information shown in this work do not imply any judgment on the part of The World Bankconcerning the legal status of any territory or the endorsement or acceptance of such boundaries. Nothing herein shall constitute or be considered to be a limitation upon or waiver of the privileges and immunities of The World Bank,all of which are specifically reserved. Rights and Permissions The material in this publication is subject to copyright. Because the World Bank Group encourages dissemination of its knowledge,this work may be reproduced, in whole or in part, for noncommercial purposes as long as full attribution to this work is given. Attribution— Please cite the work as follows: World Bank. 2026.Who Deserves More? An analytical case study on fair pay usingthe Listening to Georgia Survey. Washington, DC: World Bank Group. Translations— If you create a translation of this work, please add the following disclaimer along with the attribution:This translation was not created by The World Bank and should not be considered an official World Bank translation. The World Bankshall not be liable for any content or error in this translation. Adaptations— If you create an adaptation of this work, please add the following disclaimer along with the attribution:This is an adaptation of an original work by The World Bank. Views and opinions expressed in the adaptation are the soleresponsibility of the author or authors of the adaptation and are not endorsed by The World Bank. Third-party content— The World Bank does not necessarily own each component of the content contained within the work.The World Bank therefore does not warrant that the use of any third-party-owned individual component or part contained in the workwill not infringe on the rights of those third parties. The risk of claims resulting from such infringement rests solely with you. If youwish to reuse a component of the work, it is your responsibility to determine whether permission is needed for that reuse and toobtain permission from the copyright owner. Examples of components can include, but are not limited to, tables, figures, or images. Any queries on rights and licenses, including subsidiary rights, should be addressed to the Publishing and Knowledge Division,The World Bank, 1818 H Street NW, Washington, DC 20433, USA; email:pubrights@worldbank.org Cover and other pictures: Designed and generated by Team Design at Midjourney.Report and Cover design: Team Design & A.K. Contents AcknowledgmentsvABSTRACT1ONE:Background2TWO:Social Norms and Attitudes toward Gender Roles4THREE:From Norms to Perceptions of Fair Pay53.1.Vignette Experiment Desing53.2.Descriptive Summary of Response63.3.Regression Results: Do Men and Women Face Equal Pay Judgments?73.4.Does the Job Type Change the Story?83.5.Do Men and Women Respondents Judge Fair Pay the Same Way?93.6.Do Older and Younger People See Fair Pay Differently?103.7.Do People with Different Education Levels Judge Fair Pay Differently?11CONCLUSION12APPENDIX13 Figures Figure1Employment rate by education level and gender2Figure2Average monthly earnings by education level and gender (GEL): Women earnsubstantially less than men at every education level3Figure3Survey-based perceptions of women’s role in work and family life: A large majoritysupport norms that prioritize women’s family role over paid work4Figure4Percentage point difference in responses by gender of vignette subject (Women – Men):For identical jobs and wages, women are more often seen as overpaid and men asunderpaid6Figure5Regressionestimates formanprofile byrespondentgender10Figure 6Regression estimates for male profile by respondent gender: Both male and femalerespondents are more likely to rate male profiles as underpaid and less likely to ratethem as overpaid10Figure7Predicted fair pay judgments by respondent education and profile gender11 Tables Table1Regression results: probability of “underpaid” and “overpaid” by vignette gender andother attributes7Table2Regression results interacted with occupation type (white-collar vs blue-collar)9Table A.1Descriptive statistics13Table A.2Summaryresponse bygender ofvignettesubject, July-September 202513Table A.3Summaryresponse bygender ofvignettesubject, June 202514TableA.4Regression results across all o