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This paper analyzes whether a black-white racial wage differential exists in the nursing labor market in the US. Despite claims of a nursing shortage, little examination of whether racial inequalities in the labor market might contribute to this purported shortage has occurred. Possible explanations for black-white differences in RN compensation include racial differences in: occupation; returns to skills; metropolitan residency; union membership. Regression analysis on wages for registered nurses (RNs) was conducted. Findings suggest a wage penalty for nonunion black nurses compared to non-union white nurses as well as the absence of a racial wage differential for union nurses.

Social status and political connections may confer large economic benefits on an individual. Previous studies focused on China have examined the relationship between Communist Party membership and earnings and found a positive correlation. However, the correlation could be partly or totally spurious. Using data from three surveys spanning three decades, we estimate the causal effect of Chinese Communist Party membership on monthly earnings in China. We find that, on average, membership in the Communist Party of China increases monthly earnings and the wage premium has grown in recent years. We explore potential causes and discover evidence that improvements in social networks and social rank, acquisition of job-related qualifications, and greater life satisfaction likely play important roles in increased earnings.

Parenthood contributes substantially to broader gender wage inequality. The intensification of gendered divisions of paid and unpaid work after the birth of a child create unequal constraints and expectations such that, all else equal, mothers earn less than childless women, but fathers earn a wage premium. The fatherhood wage premium, however, varies substantially among men. Analyses of linked workplace-employee data from Canada reveal how organizational context conditions educational, occupational, and family-status variation in fatherhood premiums. More formal employment relations (collective bargaining and human resource departments) reduce both overall fatherhood premiums and group differences in them, while performance pay systems (merit and incentive pay) have mixed effects. Shifting entrenched gendered divisions of household labour is thus not the only pathway to minimizing fathers' wage advantage.