Entry Salary;movement of staff;Diversity and Inclusion;Public Services;years of service;pay and performance;number of nationalities;full time job;consumer price index ...  See More + level of performance;gender earnings gap;higher grade;simulation approach;performance rating;salary bands;Gender Gap;cohort analysis;recruitment program;high performance;Labor Market;female staff;permanent job;summary statistic;management position;regular staff;cross-sectional data;employment spell;business intelligence;defined benefit;accounting framework;entry date;staff position;managerial discretion;routine tasks;compensation system;annual salary;hiring decisions;Annual Pay Increase;important policy;pension regime;low performance;sample result;social scientist;promotion rate;social network;decomposition analysis;diversity indices;decomposition results;gender difference;organizational structure;institutional context;short term consultant;young professional;international recruitment;multiple channels;pay differential;educational degree;institutional change;finance institution;duty station;salary structure;commonly known;development policy;corporate world;proportional increase;performance system;econometric approach;dynamic decomposition;common citizenship;performance incentive;worth emphasizing;sensitivity analysis;supervisory board;open access;mandatory retirement;career trajectory;real wage;small sample;employee turnover;wage gap;institutional feature;longitudinal data;special arrangement;wage difference;benefits information;horizontal axis;compensation policy;job experience;equal pay;comparator group;productivity distribution;  See Less -