Wage is not the only thing people care about when assessing the quality of their jobs. Non-wage job dimensions, such as autonomy at work and work-life balance, are important as well. Nevertheless, there is vast literature comparing groups of employed people that focuses on the inter-group wage gaps only. We go beyond the wage gap by proposing a framework for analysing inter-group gaps in multidimensional job quality. Job quality is measured by the so-called equivalent wage, a measure combining wage and multiple non-wage job dimensions in accordance with preferences over jobs as combinations of job dimensions. We derive a decomposition of the inter-group equivalent wage gap into three components: (1) the standard wage gap, (2) the gap in non-wage dimensions, and (3) inter-group preference heterogeneity. In an illustrative empirical application, we focus on the gender gap for recent university graduates using survey data from 19 countries. Men’s equivalent wages are substantially higher than women’s, and the equivalent wage gaps are significantly larger than the wage gaps. This is because the non-wage job dimensions are on average to men's advantage, and the preference heterogeneity is such that men care about the non-wage dimensions less than women do, and thus suffer less from having the non-wage dimensions at levels below the perfect level. This type of decompositions broadens information about labour market inequalities available to policy makers, but it is up to them to decide which of the three components of the equivalent wage gap are normatively relevant for them and whether they should aim to eliminate them.

工资并不是人们在评估工作质量时唯一关心的事情。非工资性工作维度，例如工作中的自主权和工作与生活的平衡，也很重要。但是，有大量的文献比较了从业人员群体，这些研究仅关注群体间的工资差距。我们通过提出一个框架来分析多维工作质量中的群体间差距，从而超越了工资差距。工作质量是通过所谓的等价工资来衡量的，这是根据对工作的偏好将工资和多个非工资工作维度相结合的度量，作为工作维度的组合。我们将组间等效工资差距分解为三个部分：（1）标准工资差距；（2）非工资维度的差距；（3）组间偏好异质性。在说明性的经验应用中，我们使用来自19个国家/地区的调查数据，重点关注应届大学毕业生的性别差距。男性的等效工资大大高于女性，等效工资差距明显大于工资差距。这是因为无薪工作规模平均而言是对男人有利的，而且偏好异质性使得男人比女人更关心无薪工作，因此，将无薪工作的水平降低到低于该水平完美的水平。这种分解扩大了政策制定者可获得的有关劳动力市场不平等的信息，但是由他们决定同等工资差距的三个组成部分中的哪一个与它们在规范上相关，以及他们是否应消除这些不平等。