Purpose – The objective of the current study is to examine the issue of gender pay gap i.e. the study explores whether pay levels between men and women executives differ within the UK listed firms. Moreover, the study also evaluates the impact of the constructs of education and experience on executive remuneration. Theoretical Findings – The theory of pay gap can be linked with Mincer earning function that is a remuneration model explaining pay as a function of experience and education. A large number of studies have applied the Mincer’s earning function to explore the determinants of wages/pay levels. It also contributes to the problem of the gender wage gap. Methodology – The current research has focused on a quantitative research approach and a correlation design in order to test the causal link between gender and executive pay. Moreover, the study analyses secondary data, which is extracted from multiple data sources: CIPD’s records, Bloomberg, and other databases. The sample size of the study is 100 observations (executives’ data of FTSE 100 firms). Results – According to the result, male CEOs compensation is significantly higher than female CEO’s pay (when the study assumes unequal variances). Moreover, there is a significant negative impact of education on compensation. Implications – The findings of the study suggest a need for FTSE 100 to promote gender diversity in the board and to reduce the pay gap.

Cui Yanzhen. Gender Wage Gap. The Frontiers of Society, Science and Technology (2020) Vol. 2 Issue 16: 1-16. https://doi.org/10.25236/FSST.2020.021601.

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