Despite laws such as the Equal Pay Act of 1963 and the Civil Rights Act of 1964, which were intended to address equal pay and prohibit discrimination in the workplace based on sex, the gender pay gap permeates public sector employment. Unions have long represented worker rights but are more often associated with improving salaries and working conditions. This study draws on the literature explaining how workplace characteristics relate to gender pay disparities to examine the impact of union membership on the gender pay gap in public sector organizations. Empirical analysis of responses from public procurement officers in the United States reveals that union membership is associated with an increase of 6% in wages for females and a gender pay gap reduction of 3%. Study findings demonstrate that union membership presents positive externalities that go beyond negotiated salary and benefits terms in collective bargaining agreements.

中文翻译：

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公共组织中的性别薪酬差距：工会成员的平等外部性


尽管 1963 年的《同工同酬法案》和 1964 年的《民权法案》等法律旨在解决同工同酬问题并禁止工作场所的性别歧视，但性别薪酬差距渗透到公共部门的就业中。工会长期以来一直代表工人的权利，但更多时候与改善工资和工作条件联系在一起。本研究借鉴了解释工作场所特征与性别薪酬差距的关系的文献，以研究工会成员身份对公共部门组织中性别薪酬差距的影响。对美国公共采购官员回答的实证分析表明，加入工会与女性工资增加 6% 和性别工资差距减少 3 有关。研究结果表明，工会成员资格具有积极的外部性，超出了集体谈判协议中协商的工资和福利条款。