関西労働研究会は、毎月第4金曜日に大阪で開催される研究会です。
労働経済学を中心とした応用経済学や労働関係の諸分野（人的資源管理・労働社会学・労働法など）についての研究報告・議論を行っています。
当研究会は研究者（大学院生を含む）を対象としています。多くの方のご参加をお待ちしております。
参加について
本研究会は、対面（APIR：アジア太平洋研究所、大阪大学中之島センター（12月開催））・オンライン（zoom）併用のハイブリッド形式で開催しています。定例会へ参加するには、対面・オンラインともに関西労働研究会メーリングリストを介した事前登録が必要となります。
メーリングリストに登録されていない方で、定例会への参加を希望される方は、【氏名・所属先】を明記してkansai.labor(at)gmail.comまでご連絡ください（(at)を@に変更してください）。
2026年5月22日（金）14:00～17:15
第１報告（14:00～15:30）
野村友和 氏（大阪経済大学）Task Content and Gender Wage Gap in Japan: Evidence from Worker-Level Task Data
Abstract: While prior research attributes part of the gender wage gap to occupational segregation, it remains unclear whether differences in actual job tasks—even within the same occupation—contribute to the gap. This study addresses this question using an original worker survey with detailed task-level data from Japan. We construct a pairwise task-distance measure, cluster workers into task categories, and show that workers in the same occupation often perform substantially different tasks and that gender-based task segregation is pervasive. Using the same task-distance measure, we then implement a task-profile matching procedure that pairs each male worker with the female worker whose task bundle most closely resembles his, thereby isolating wage differences among workers doing genuinely comparable work. Within these closely matched pairs, the gender wage gap narrows modestly relative to the full sample, suggesting that task differences do account for a modest but meaningful portion of the disparity. Nevertheless, a substantial gap persists even among workers with closely aligned task content, indicating that wage-setting mechanisms—such as gender discrimination or differential returns to identical tasks—remain the dominant drivers of the overall gap.
第２報告（15:45～17:15）
高橋 新吾 氏（神戸大学）Compensating wage differentials as a cover for discrimination
Abstract: This paper develops a simple model of taste-based discrimination to suggest that a firm uses a compensating wage differential as a cover for discrimination. In the model, men and women work slightly different tasks, so there is a legitimate reason to pay a compensating wage differential. However, the value of the task difference is hard to establish in court, making it difficult for the plaintiff workers to prove discrimination. The firm strategically takes advantage of this difficulty to misrepresent discrimination as a compensating wage differential by shifting the gender wage gap to the compensating wage differential component of the wage. This strategic action makes it difficult for workers to win the discrimination lawsuit if they sue, and deters workers from suing in the first place, thus doubly protecting the firm from liability, and making the remedial function of equal pay legislations ineffectual. Empirically, this strategic action makes the detection of discrimination harder as the resulting wage structure resembles that of a compensating wage differential. Controlling for hours worked would underestimate the extent of discrimination as the gender difference in hours worked is a direct consequence of discrimination. We review some prominent discrimination cases in the light of this model.
アフターセッション（17:30～20:00）
研究会に関するお問い合わせは、kansai.labor$$gmail.comまでお願いします（$$を@に変更してください）。
関西労働研究会は、APIR（アジア太平洋研究所 リンク）と大阪大学大学院経済学研究科から運営支援、住友電気工業株式会社とダイハツ工業株式会社と大竹文雄大阪大学特任教授代表の基盤研究S（25H00388）から研究支援をそれぞれ受けています。