Análisis de brechas salariales de género en empresas chilenas.
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Date
2025
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Publisher
Universidad de Concepción
Abstract
En este estudio se examinaron los factores que influyen en el salario promedio por trabajador y en la brecha salarial de género en las empresas chilenas. Se utilizaron datos de panel de cuatro rondas de la Encuesta Longitudinal de Empresas de Chile (2013–2019) para estimar dos modelos con efectos fijos. El primer modelo analiza cómo las características a nivel de empresa se relacionan con el salario promedio por trabajador, mientras que el segundo se enfoca en la brecha salarial de género al interior de la empresa, definida como la diferencia entre el logaritmo del salario promedio de hombres y mujeres. Los resultados muestran que una mayor proporción de mujeres en la empresa se asocia con menores salarios promedio y una brecha salarial de género más amplia. Específicamente, se estimó una brecha salarial de 30,2% para el período 2013–2019 y de 25,1% para 2017–2019. La diversidad de género, medida mediante el índice de Blau, tiene un efecto positivo sobre los salarios promedio, pero un impacto más limitado sobre la brecha salarial. También se encontró que contar con una gerente general mujer reduce la brecha salarial en un 12,7. También fue posible identificar una heterogeneidad significativa entre sectores económicos y regiones. Las empresas con propiedad extranjera y aquellas que exportan presentan salarios más altos, mientras que las disparidades salariales tienden a ser mayores en regiones fuera de Santiago. Los hallazgos resaltan la importancia del liderazgo, la estructura organizacional y la orientación internacional en la configuración de los resultados salariales según género, y ofrecen evidencia que respalda políticas más focalizadas para promover la equidad salarial en el mercado laboral chileno.
In this paper, we examine the factors that influence average wages and the gender wage gap across Chilean firms. We use panel data from four rounds of the Chilean Longitudinal Survey of Enterprises (2013–2019) to estimate two fixed-effects models. The first model explores how firm-level characteristics relate to average wages per worker, while the second model focuses on the within-firm gender wage gap, defined as the difference between the log of average male and female wages. We find that a higher share of female employees is associated with lower average wages and a wider gender wage gap. Specifically, we estimate a wage gap of 30.2% for 2013–2019 and 25.1% for 2017–2019. Gender diversity, measured by the Blau index, has a positive effect on average wages but a more limited impact on the wage gap. Our results also show that having a female general manager reduces the wage gap by 12.7%. We identify significant heterogeneity across economic sectors and regions. Firms with foreign ownership and those engaged in exports pay higher wages, while wage disparities tend to be larger in regions outside Santiago. Our findings highlight the importance of leadership, firm structure, and international orientation in shaping gender-based wage outcomes, and they offer evidence to support more targeted policies to promote pay equity in Chilean labor markets.
In this paper, we examine the factors that influence average wages and the gender wage gap across Chilean firms. We use panel data from four rounds of the Chilean Longitudinal Survey of Enterprises (2013–2019) to estimate two fixed-effects models. The first model explores how firm-level characteristics relate to average wages per worker, while the second model focuses on the within-firm gender wage gap, defined as the difference between the log of average male and female wages. We find that a higher share of female employees is associated with lower average wages and a wider gender wage gap. Specifically, we estimate a wage gap of 30.2% for 2013–2019 and 25.1% for 2017–2019. Gender diversity, measured by the Blau index, has a positive effect on average wages but a more limited impact on the wage gap. Our results also show that having a female general manager reduces the wage gap by 12.7%. We identify significant heterogeneity across economic sectors and regions. Firms with foreign ownership and those engaged in exports pay higher wages, while wage disparities tend to be larger in regions outside Santiago. Our findings highlight the importance of leadership, firm structure, and international orientation in shaping gender-based wage outcomes, and they offer evidence to support more targeted policies to promote pay equity in Chilean labor markets.
Description
Tesis presentada para optar al título de Ingeniero/a Civil Industrial.
Keywords
Salarios, Género, Empresas