Discriminação salarial por sexo e raça: um estudo nos cargos gerenciais do mercado de trabalho do Nordeste brasileiro

Abstract

Salary discrimination is prohibited by the Constitution of the Federative Republic and the Consolidation of Labor Laws, however, in recent years, studies show that salary discrimination is present in the Brazilian work environment. This research aimed to investigate wage discrimination by sex and race, for equally productive workers, in managerial positions, in the labor market in the Brazilian Northeast. For this purpose, data from the Annual Social Information Report (RAIS) for the year 2019 was used, totaling 164.856 observations. Using different econometric approaches, it was found that discrimination by sex and race influences the remuneration of managers. It was verified through the OLS estimation that white men in northeastern companies receive about 21,85% more than women and 19,17% more than non-whites. Results that corroborate this difference were also found in the estimations by Quantile Regression and in the Oaxaca-Blinder decomposition. Through the results, it can be seen that the difference tends to increase at the highest levels of remuneration (quantile 0.75), signaling that, for these levels, the fact that the manager being a woman or non-white

exerts as much influence as at the lowest levels of remuneration. Through the Oaxaca- Blinder decomposition, it was possible to verify that because non-white women

participate in the two discriminated groups, they suffer a greater salary reduction than white women and non-white men. The statistical analyzes carried out found that wage discrimination is a present factor, in line with the propositions of the academic literature, which point to wage discrimination by sex and race in managerial positions in Northeastern Brazil.