| Popis: |
Pay transparency initiatives have grown in popularity around the world as mechanisms to tackle the Gender Pay Gap (GPG). We study the 2018 Portuguese law, requiring the development of assessments on disparities by firm, professional category and qualifications, with covered firms having to correct or justify those differences, risking penalties if non-compliant. Using Quadros de Pessoal (QP) data and a differences-in-differences (Diff-in-Diff) approach, we find that, when fixed effects are incorporated, and factors like seniority or potential experience are controlled for, the GPG decreases 0.46 p.p. (4.75%). We also assess different scenarios, attempting to identify higher impacted firm types. |
