A new method for measuring income inequality reveals that, from 1975 to 2018, the only group for which actual income gains exceeded U.S. GDP growth was the group near the 99th percentile of income distribution.
Minimum wage increases can lead to reductions in employer-sponsored health insurance for some workers and their dependents. If policymakers want to raise the minimum wage, they should look beyond standard labor market outcomes and take into account other potential effects.
The authors compare salary, benefits, and employment for federal and private-sector workers in science, technology, engineering, and mathematics (STEM). They analyze data, present findings on STEM and non-STEM workers, and make recommendations.
In support of the Thirteenth Quadrennial Review of Military Compensation, the authors of this report assess the advantages and drawbacks of a using a table based on time in grade, rather than time in service, to set military pay.
This article uses data from the After the J.D. study to compare standard Blinder-Oaxaca measures of earnings discrimination to self-reported measures of client discrimination, other work-related discrimination, and harassment.
Motivated by concern that the U.S. Department of Defense (DoD) will struggle to recruit and retain civilian talent for the U.S. Space Force, the authors compared DoD and private-sector monetary and nonmonetary compensation for high-value skill sets.
Income inequality is an aspect of economics that resonates with many Americans: It feels like the rich are getting richer, while the rest are having a hard time just getting by. What would income distribution look like today if incomes grew apace with the economy?
The federal government is working to enable simple and strategic hiring practices. Toward this end, the authors identified best practices for recruiting, hiring, and compensation in federal demonstration projects and alternative personnel systems.
The Air Force experiences challenges in maintaining a demographically diverse civilian workforce. How can changes to policies and practices help it grow and retain civilian talent from across all demographics?
Many factors explain the gender earnings gap, including workplace biases, differences in how credit is attributed, and differences in how men and women negotiate. But another factor could influence the pay women receive: the number of men in their workplace.
RAND Europe experts Joanna Hofman and Michaela Bruckmayer discuss their study on binding pay transparency measures as a tool for encouraging equal pay for equal work. They consider key concepts in the debate and potential challenges in implementing the measures across the EU.
Comparing military pay with civilian pay, the authors find that military pay in 2017 was above the 70th percentile of civilian pay. It was at the 85th percentile for enlisted personnel and the 77th percentile for officers.
More than 60 years ago, the EU introduced the principle of equal pay for equal work for men and women. But a gender pay gap persists in most countries. In 2014, a European Commission Recommendation encouraged measures to aid pay transparency, but implementation has been limited.
As the federal government extends aid to people put out of work by the COVID-19 pandemic, it could do more to help one group of employers and the vital American workers they employ: hundreds of thousands of nannies, housekeepers, and others employed in private homes.
The authors of this report examine indicators of the health of education and labor markets in the Appalachia Partnership Initiative region, with a focus on science, technology, engineering, and mathematics, and on the extraction industry.