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CPS2021 Noor Ismawati et al.
significantly (p-value<1%) lower as compared to those who are married until
2015. In 2016, the coefficient changes to become positive but is no longer
significant. Widowed/Separated/Divorced earns lower as compared with those
who are married but becomes no longer significant from 2013 until 2016.
The regressions output of the female employees in private sector indicates
similar impact for age, age square and educational attainment (p-value<1%).
In contrast with the female employee in public sector, Chinese employees in
private sector earn significantly (p-value<1%) higher as compared with
Bumiputera in all years of observation. Table 1 also shows that in majority of
the years, the unmarried employees in this sector earn significantly (p-
value<1%) less as compared employees who are married.

4. Discussion and Conclusion
The regressions show the positive relationship between earning and age.
Chinese earns more as compared with Bumiputera and highly educated
employees also earn more. This observation can be seen in both public and
private sectors regardless of gender. The data also indicates that unmarried
female employee earns significantly lower as compared with those who are
married. However, being single is no longer significant determinants in
earning of female employees in public sector since 2016 and being
widowed/separated/divorced is not significantly effecting earning between
2013 and 2016. This provides numerical evidence of the successfulness of the
gender equality policy in employment at Malaysian public sector. While
marital status is no longer a significant determinant of earning in public sector,
however it is not true for female employees in the private sector. Ethnic
disparity in earning is very much visible in private sector. Further study should
be done focusing on female employees by linking their earning with skills.

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