Abstract

The evaluation of wage discrimination has the merit to constitute a kind of revealing indirect of the width of the general phenomenon of discrimination between men and women. If, in the best of the cases, this evaluation can up to what point indicate the principle "equal work, equal wages" is not respected, it is obvious that it cannot explain the totality of the wage difference between the two sexes. Differences in terms of human capital and other observable individual characteristics, the unequal access to certain categories of employment, stability in work, etc. are as many factors which explain the differences in wages between men and women.

In 2020, in the urban area, wage discrimination explains a high share of the variation of wages estimated between old men and women from 18 to 60 years. It is due primarily to the "female disadvantage". The share explained by the differences of human capital and the differences of the other individual characteristics is obviously not negligible. In the private sector, the estimated wage variation is about also divided between the share explained by the differences in individual characteristics and the share allotted to wage discrimination between men and women. In the public sector, wage discrimination is nearly insignificant. Analysed by salary class, wage discrimination is more eminent in the bottom of the distribution than in the top.

The fact to isolate the slant of selection showed that the contribution of the feminine disadvantage in the salary discrimination recorded an important rise. It lets to think that the salary discrimination against women is essentially owed to the feminine disadvantage synonymous of a salary penalty.