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John Forth

Bayes Business School at City, University of London, and IZA

IZA World of Labor provides a great forum for the exchange of scientific knowledge on labour market issues, helping to inform future research and policy.

IZA World of Labor role

Author

Current position

Reader in Human Resources Management

Research interest

Human resource management, idustrial relations and labor studies, gender and diversity management

Website

https://www.bayes.city.ac.uk/faculties-and-research/experts/john-forth

Past positions

Principal Research Fellow, National Institute of Economic and Social Research, London

Qualifications

PhD. City University of London, 2022

Selected publications

  • "Are Women Doing it for Themselves? Gender Segregation and the Gender Wage Gap." Oxford Bulletin of Economics and Statistics 84:6 (2022):1329-1355 (with N. Theodoropoulos and A. Bryson)

  • “The role of the workplace in ethnic wage differentials." British Journal of Industrial Relations 62:1 (2022): 259-290 (with N. Theodoropoulos and A. Bryson)

  • “Does Employing Older Workers Affect Workplace Performance?” Industrial Relations 59:4 (2020): 532–562 (with A. Bryson, H. Gray and L. Stokes)

  • “Who fared better? The fortunes of performance pay and fixed pay workers through recession.” British Journal of Industrial Relations 55:4 (2017): 778-801 (with L. Stokes, A. Bryson and M. Weale)

  • “Employees’ subjective wellbeing and workplace performance.” Human Relations 70:8 (2017) 1017-1037 (with A. Bryson and L. Stokes)

article(s)

  • Employers and the gender wage gap

    Sorting across workplaces, and unequal rewards within them, are major causes of the gender wage gap

    John ForthNikolaos Theodoropoulos, October 2023
    In most developed countries, women have closed the gap in educational attainment and labor market experience, yet gender wage gaps persist. This has led to an increased focus on the role of employers and employment practices. In particular, research has focused on the types of workplace where men and women work, their promotion prospects and the extent to which they are rewarded differently for similar work. Understanding the relative importance of these features, and the mechanisms that generate them, is necessary to design effective policy responses.
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