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on Gender |
| By: | Cao, Qian; Li, Jianbiao; Niu, Xiaofei |
| Abstract: | This paper analyzes gender differences of overweighting private information in a social learning game. The results show that male participants’ fraction of choosing in line with private signal is significantly higher than female, i.e. men are more likely to follow their own private information than women. This gender effect is primarily salient in the incongruent rounds where a participant receives a private signal that is against with majority of the public information. However, no significant gender differences of overweighting private information are found in the congruent rounds where a participant receives a private signal that matches with majority of public information. In addition, we find that overweighting private information is positively correlated with overconfidence; men are more overconfident than women; a mediation analysis reveals that overconfidence explains the gender differences of overweighting private information. |
| Keywords: | overweighting private information,gender,overconfidence |
| JEL: | C91 D81 |
| Date: | 2019 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:esprep:203448&r=all |
| By: | Conrad Miller; Jennifer Peck; Mehmet Seflek |
| Abstract: | Where social norms favor gender segregation, firms may find it costly to employ both men and women. If the costs of integration are largely fixed, firms will integrate only if their expected number of female employees under integration exceeds some threshold. Motivated by a simple model of firm hiring, we develop a methodology that uses the distribution of female employment across firms to estimate the share of firms with binding integration costs and counterfactual female employment at all-male firms. We validate our approach using administrative data and unique policy variation from Saudi Arabia. We provide suggestive evidence that integration costs reduce aggregate female employment. Using survey data on manufacturing firms in 65 countries, we find significant integration costs in the Middle East, North Africa, and South Asia but not in other regions. |
| JEL: | J16 J23 J71 O53 |
| Date: | 2019–09 |
| URL: | http://d.repec.org/n?u=RePEc:nbr:nberwo:26271&r=all |
| By: | Bago, Jean-Louis; Souratié, Wamadini M.; Ouédraogo, Ernest; Lompo, Miaba Louise; Ouédraogo, Moussa; Perrault, Nicolas |
| Abstract: | Using data from the 2011 round of the Ghana Multiple Indicator Cluster Survey (MICS), we investigate the presence of an early gender gap in child development among children 3-4-year-old. Based on that survey, we built multidimensional indexes of child development that account for children’s ability to read, count, recognize numbers, interact with peers and others, follow rules and be independent for their health outcomes and for their physical skills. This allowed us to estimate the gender gap while controlling for factors affecting child development. Using this approach, we found overall no evidence of gender difference in children’s child development. One index suggests that being female is associated with higher children development. This result is robust to several specifications and sensitivity tests. We also found that a mother’s education, a father’s involvement and the fact of living in an urban area, all increase child development both for boys and for girls. In terms of policy, these findings indicate that the educational gender gap in Ghana most likely reflects unequal access to schooling opportunities between boys and girls. |
| Keywords: | gender gap, child development, Ghana |
| JEL: | I2 O1 |
| Date: | 2019–08 |
| URL: | http://d.repec.org/n?u=RePEc:pra:mprapa:95876&r=all |
| By: | Cici, Gjergji; Hendriock, Mario; Jaspersen, Stefan; Kempf, Alexander |
| Abstract: | Sexual harassment, a widespread problem in the workplace, arguably keeps female employees from optimally employing their human capital. We show that removing or diminishing this friction improves productivity. Specifically, using the male-dominated fund industry as our testing ground, we show that productivity of female mutual fund managers significantly increased after the Harvey Weinstein scandal and the onset of the #MeToo movement. Evidence from lawsuits and organizational changes at several fund companies also suggests that reducing the threat of sexual harassment improves productivity. Our results have important implications for the policy debate on workforce diversity and costs of sexual harassment. |
| Keywords: | sexual harassment,mutual fund performance,gender discrimination,organizational frictions,human capital |
| JEL: | G23 J21 J71 M50 |
| Date: | 2019 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:cfrwps:1903&r=all |