Using hourly and weekly wages from the Canadian Labour Force Survey from 2000 until 2018, workers were separated into full-time and part-time and the following striking observation was documented. The overall gender wage gap is larger than either the full-time pay gap or the part-time pay gap, even after controlling for detailed personal and job characteristics. This result is a consequence of two findings: (i) part-time wages are lower than full-time wages, and (ii) the majority of part-time workers are women. In aggregation, this brings down the average female wage, leading to a larger aggregate gender wage gap. This was further linked to a differential selection by gender into full-time and part-time work, with women of higher earnings potential being overrepresented in the pool of part-time workers, resulting in no gender pay gap in the part-time worker category. Policies targeted at encouraging full-time employment for women should therefore reduce the gender wage gap.

中文翻译：

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全职和兼职工作以及性别工资差距

使用加拿大劳动力调查从 2000 年到 2018 年的每小时和每周工资，将工人分为全职和兼职，并记录了以下惊人的观察结果。即使在控制了详细的个人和工作特征之后，总体性别工资差距也大于全职工资差距或兼职工资差距。这一结果是两个发现的结果：(i) 兼职工资低于全职工资，以及 (ii) 大多数兼职工人是女性。总体而言，这会降低女性的平均工资，从而导致更大的总体性别工资差距。这进一步与按性别对全职和兼职工作的不同选择有关，在兼职工作人员中，收入潜力较高的女性人数过多，导致兼职工人类别中没有性别工资差距。因此，旨在鼓励女性全职就业的政策应缩小性别工资差距。