Indeed, both the size of the gender wage gap and the driving factors behind it are likely to vary between points of the wage distribution, so the role of bargaining coverage disparities on the gender wage gap is estimated in each quantile. [...] 1) The size of the union wage premia for non-standard workers, which partly depends on the architecture of collective bargaining When assessing the effectiveness of collective bargaining in closing the wage gap among non-standard workers in a particular country, a first element to consider is whether being covered by collective bargaining yields a measurable effect on the wages of non-standard wor. [...] 2) The size of the premia for women relative to men, which partly hinges on social partners adopting adequate equalising strategies Beyond the size of the wage premium for non-standard workers, another issue to consider when assessing the capacity of collective bargaining in a particular context to help closing the wage gap is that of the relative benefit for women in non-standard jobs compared to. [...] 3) The collective bargaining coverage rate of women in non-standard jobs, which partly depends on policies regulating access to bargaining Finally, a third, crucial element to consider when assessing the capacity of collective bargaining to help close the gender wage gap among workers in non-standard jobs is the bargaining coverage rate of these workers, and in particular of women in non-standard. [...] In all three countries considered in this brief, the coverage rate of women in non-standard jobs was rather limited: 31% of women in temporary jobs were covered in Canada in 2017, 25% in Australia in 2016, and as little as 8% of contingent female workers in the United States in 2017.
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