中文摘要
我们发现，女性更多进入薪酬较低的企业，解释了南非性别薪酬差距的近一半。利用覆盖全体正规就业者的雇主-雇员匹配面板数据，我们表明，这种就业分选在生命周期中存在显著差异：对最年轻的劳动者而言，企业薪酬性别差距微乎其微；在25—35岁劳动者（即典型的育儿年龄段）中，该差距迅速扩大；在年龄较大的劳动者中则有所缩小。差距的扩大由持续就业者所驱动——尽管女性转换企业的可能性与男性相当，但男性更有可能转入薪酬更高的企业，这与歧视或非薪酬福利的解释一致。劳动力流动也加剧了这一差距（尽管其影响相对稳定），因为女性进入正规就业时所在企业的薪酬低于男性。持续就业者与新进入者的相对重要性取决于正规部门的规模，从而将性别差距背后的生命周期模式与经济发展联系起来。
Abstract
We find that women sorting into lower paying firms explains nearly half of the gender pay gap in South Africa. Using matched employer-employee panel data covering the universe of formal workers, we show sorting varies considerably over the life cycle: the firm-pay gender gap is negligible for the youngest workers, grows steeply for 25–35 year olds (i.e. typical child-rearing years), and narrows for older workers. The increase is driven by those continuously employed — while women are almost as likely as men to switch firms, men are more likely to switch to better-paying firms, consistent with discrimination or non-pay amenities. Churn also contributes to the gap (though is relatively constant), since women enter formal employment at worse-paying firms than men. The relative importance of the continuously employed versus entrants depends on the size of the formal sector, thus linking the life cycle patterns underlying gender gaps with economic development.