Pastore, FrancescoSattar, SaroshSinha, NisthaTiongson, Erwin R.2016-04-262016-04-262016-03https://hdl.handle.net/10986/24155Building on recent analyses that find a sizeable overall gender wage gap in Azerbaijan's workforce, this paper uses data on young workers in their early years in the labor market to understand how gender wage gaps evolve over time, if at all. The paper uses a unique database from a survey of young people ages 15–29 years. The analysis provides evidence that new labor market entrants begin with little or no gender differences in earnings, but a wage gap gradually emerges over time closer to the childbearing years. The gender wage gap grows from virtually zero, or even a small, positive gap in favor of women, until age 20 years, to about 20 percent two years later and even more than 30 percent at age 29 years. The gap in labor supply rises from almost zero to about 20 percent during the years from 19 to 22, while the gap in hours worked falls from positive (up to six hours per week more than their male counterparts) to negative (up to five hours per week less) over the same period in the life cycle. When decomposing the gap at different deciles of the wage distribution, it appears that most of it is at the lower and upper ends of the distribution, among young adults and prime-age workers. Selection of women into employment is strong and strongly skill-based: when controlling for sample selection bias, the gender gap becomes positive.en-USCC BY 3.0 IGOUNION MEMBERSHIPCHILD HEALTHJOBSEMPLOYMENTIMMIGRANTHOUSEHOLD SIZEWORKFORCEWAGE GAPEMPLOYMENT OFFICESEMPLOYMENT SHAREINFORMAL SECTORAGED WORKERSAGE GROUPLABOR FORCEDEVELOPING COUNTRIESDISCRIMINATIONPREVIOUS DISCUSSIONPUBLIC EMPLOYMENTEARLY MARRIAGESDEMOGRAPHIC FACTORSJOB DISSATISFACTIONLABOR SURVEYSJOBON-THE-JOB TRAINING PROGRAMSPOLICY DISCUSSIONSPAYING JOBSFIRM SIZECHILD BIRTHUNION MEMBERSTRAINING PROGRAMSPROMOTING GENDER EQUALITYPUBLIC EMPLOYMENT SERVICESWAGE GROWTHLABOR MARKET EXPERIENCEDRIVERSNATIONAL POPULATIONJOB MATCHESWORK EXPERIENCELABOR MARKETMATERNITY LEAVEGENDER GAPDISCRIMINATION AGAINST WOMENTRAININGPRODUCTIVE SECTORON-THE-JOB TRAININGWORKERUNEMPLOYEDMIGRATIONAGE DISTRIBUTIONVOCATIONAL EDUCATIONMARRIAGESOCIAL SECURITYJOB TRAININGLABORPRIME AGEPRIMARY SCHOOLTOTAL EMPLOYMENTPLACE OF RESIDENCEJOB SEARCHTEENAGERSCHILD CARERESPECTFEMALE LABORPROGRESSUNEMPLOYMENTCHILD-BEARINGHUMAN CAPITALPREVIOUS ONEYOUNG MENVOCATIONAL TRAININGINVESTMENT IN EDUCATIONYOUNG AGEYOUNG ADULTSWORKERSBIG CITYYOUNG WORKERSPOLICIESTRAINING TYPEGENDER DIFFERENCESYOUNG ADULTOLDER AGE GROUPSWOMANPOLICY RESEARCH WORKING PAPERWAGE INEQUALITYAVERAGE WAGEWAGE RATESSKILL LEVELPOLICY MAKERSSELF-EMPLOYED ACCOUNTPRODUCTIVE ACTIVITIESMALE COUNTERPARTSWAGE PREMIUMSELF-ESTEEMLABOR MARKET EXPERIENCESFAMILY FORMATIONAGE GROUPSMATERNITY SERVICESINTERNATIONAL POLICYFAMILY INCOMEOCCUPATIONURBAN AREASEMPLOYMENT SERVICESEMPLOYMENT SERVICEKIDSLABOR MARKET OUTCOMESLABOR RELATIONSPRIVATE SECTORHOUSEHOLD CHARACTERISTICSEARNINGMOTHERLABOR MARKET PERFORMANCECHILDBEARINGPOLICYMANPOWERPRODUCTIVITY LEVELGROSS WAGEADULT WOMENLEVEL OF EDUCATIONPUBLIC EMPLOYMENT SERVICEJOB FAIRSRURAL AREASNUMBER OF CHILDRENYOUNG WOMENWAGE DIFFERENTIALSFIRST MARRIAGEPOLICY IMPLICATIONSYOUNG PEOPLEPOPULATIONLABOR SUPPLYMARITAL STATUSMARRIED WOMENPOLICY RESEARCHPRIMARY EDUCATIONGENDER DISCRIMINATIONEDUCATIONAL LEVELSJOB SECURITYLABOUR SUPPLYWOMENWAGE DISTRIBUTIONLABOURIMPORTANT POLICYEARLY MARRIAGESECONDARY EDUCATIONEDUCATIONAL LEVELTERTIARY EDUCATIONWAGE EMPLOYMENTTEENAGE WOMENGENDER EQUALITYDEVELOPMENT POLICYEMPLOYEESWorking PaperWorld Bank10.1596/1813-9450-7613