We use Canadian linked employer-employee data to examine gender differences in probability, duration, and intensity of firm-sponsored training. We find that women in the for-profit sector are less likely to receive classroom training, and receive shorter classroom training courses. However, we find the reverse in the non-profit sector, with women being more likely to receive both classroom and on-the-job training, and also receiving longer classroom training courses. Our results suggest that women's worse training opportunities in the for-profit sector mainly operate within workplaces. We find no evidence that gender gaps in training in the for-profit sector are driven by lower probabilities of accepting training offers, child or family commitments, weaker labour market attachment, or worker self-selection. We also find that gender differences in expected changes in wages and training opportunities between the two sectors can explain a large portion of women's higher probability of employment in the non-profit sector. Finally, decomposition results suggest that gender differences in training explain some of the gender wage gap in the for-profit sector, which is twice as large than in the non-profit sector.

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不是为了利润，而是为了培训？营利和非营利部门培训的性别差异

我们使用加拿大关联的雇主-雇员数据来检查公司赞助培训的概率、持续时间和强度方面的性别差异。我们发现营利部门的女性接受课堂培训的可能性较小，并且接受的课堂培训课程时间较短。然而，我们发现非营利部门的情况正好相反，女性更有可能接受课堂和在职培训，并且接受更长的课堂培训课程。我们的结果表明，女性在营利性部门的较差培训机会主要在工作场所内运作。我们没有发现任何证据表明营利性部门培训中的性别差距是由接受培训机会的较低概率、子女或家庭承诺、较弱的劳动力市场依恋或工人自我选择造成的。我们还发现，两个部门之间工资和培训机会预期变化的性别差异可以解释很大一部分女性在非营利部门就业的可能性较高。最后，分解结果表明，培训中的性别差异可以解释一些营利部门的性别工资差距，该差距是非营利部门的两倍。