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Corporate Social Responsibility and Income Inequality from a Gender Perspective

Corporate Social Responsibility and Income Inequality from a Gender Perspective. A key element in policy of corporate social responsibility (CSR) is gender equality. Despite recent legislative progress, equality between men and women remains a challenge of major importance.

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Corporate Social Responsibility and Income Inequality from a Gender Perspective

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  1. Corporate Social Responsibility and Income Inequality from a Gender Perspective A key element in policy of corporate social responsibility (CSR) is gender equality. Despite recent legislative progress, equality between men and women remains a challenge of major importance. The aim of this study is to quantify the differences in gender equality among professionals of the University Hospital Virgen de las Nieves (UHVN) in terms of their relative presence and income. This is a descriptive study carried out in the UHVN with data offered by the analytical accounting system for 2010. From a theoretical point of view, we analyze the gender wage gap assuming that the labor market is limited to employment generated by the hospital. This hypothesis could identify wage income gaps in the environment of a public health organization where the salaries of men and women are identical for performing the same job. The Index of Relative Presence of Men and Women in the HUVN reaches 1.35, a higher value than the upper limit of the standard interval (0.8 – 1.2). The wage income profiles paid to men and women present different curves. The profile for males shows two peaks at the beginning and end of their working lives. The profile for women's wage income is much more stable throughout their working lives. In general, the average wages for women are 24% lower than those of men. The greatest differences were in the group of doctors. The salaries of men outnumber women in all age brackets. Thus, the existence of gender differences in the relative participation of women and in their wage income is confirmed by the analysis of professionals carried out in the University Hospital Virgen de las Nieves. Relative Presence Index [RPI=(F-M)/(F+M)+1], where F and M represent the number of women and men respectively. Authors: Navarro Espigares, JL; Hernández Torres, E; Padial Ortiz, MA; Martín Segura, JA. Contact information:José Luis Navarro Espigares. Hospital Universitario Virgen de las Nieves. Avenida Fuerzas Armadas. 18014 Granada – Spain. E: josel.navarro.sspa@juntadeandalucia.es

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