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on Gender |
| By: | René Böheim; Philipp Stöllinger |
| Abstract: | We use the LASSO estimator to select among a large number of explanatory variables in wage regressions for a decomposition of the gender wage gap. The LASSO selection with a one standard error rule removes about a quarter of the regressors. We use the LASSO-selected regressors for OLSbased gender wage decompositions. This approach results in a smaller error variance than in OLS without LASSO-selection. The explained gender wage gap is 1%-point greater than in the conventional OLS model. |
| Keywords: | gender wage gap, LASSO, decomposition |
| JEL: | J31 J71 |
| Date: | 2020–01 |
| URL: | http://d.repec.org/n?u=RePEc:jku:econwp:2020-03&r=all |
| By: | Ewens, Michael (California Institute of Technology); Townsend, Richard R. |
| Abstract: | We study whether early stage investors have gender biases using a proprietary dataset from An- gelList that allows us to observe private interactions between investors and fundraising startups. We find that male investors express less interest in female entrepreneurs compared to observably similar male entrepreneurs. In contrast, female investors express more interest in female entrepreneurs. These findings do not appear to be driven by within-gender screening/monitoring advantages or gender differences in risk preferences. Moreover, the male-led startups that male investors express interest in do not outperform the female-led startups they express interest in—they underperform. Overall, the evidence is consistent with gender biases. |
| Date: | 2019–10–01 |
| URL: | http://d.repec.org/n?u=RePEc:osf:socarx:x3syb&r=all |
| By: | Gagnon, Nickolas (Maastricht University); Bosmans, Kristof (Maastricht University); Riedl, Arno (Maastricht University) |
| Abstract: | Labor market opportunities and wages may be unfair for various reasons, and how workers respond to different types of unfairness can have major economic consequences. Using an online labor platform, where workers engage in an individual task for a piece-rate wage, we investigate the causal effect of neutral and gender-discriminatory unfair chances on labor supply. We randomize workers into treatments where we control relative pay and chances to receive a low or a high wage. Chances can be fair, unfair based on an unspecified source, or unfair based on gender discrimination. Unequal pay reduces labor supply of low-wage workers, irrespective of whether the low wage is the result of fair or unfair chances. Importantly, the source of unfair chances matters. When a low wage is the result of gender-discriminatory chances, workers matched with a high-wage worker substantially reduce their labor supply compared to the case of equal low wages (–22%). This decrease is twice as large as those induced by low wages due to fair chances or unfair chances coming from an unspecified source. In addition, exploratory analysis suggests that in response to unequal pay, low-wage male workers reduce labor supply irrespective of the source of inequality, whereas low-wage female workers reduce labor supply only if unequal pay is due to gender-discriminatory chances. Our results concerning gender discrimination indicate a new reason for the lower labor supply of women, which is a prominent explanation for the gender gap in earnings. |
| Keywords: | labor supply, wage inequality, procedural fairness, gender discrimination |
| JEL: | D90 E24 J22 J31 J71 M5 |
| Date: | 2020–01 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp12912&r=all |
| By: | Jaan Masso; Jaanika Meriküll; Priit Vahter |
| Abstract: | Recent research suggests that firm-level factors play a significant role in the gender wage gap. This paper adds to this literature by analysing the role of sorting between firms and bargaining within firms using the methodology of Card et al. (2016). We employ linked employer-employee data for the whole population of firms and employees from Estonia for 2006–2017. Estonia is a country with the highest gender wage gap in the EU with about two-thirds of that unexplained by conventional factors. The results show that firm-level factors are important determinants of the gender wage gap, explaining as much as 35% of the gap. We find that within-firm bargaining plays a larger role in the gender wage gap than similar prior papers. This could be related to lenient labour market institutions, as reflected in low minimum wages and union power, and to lower bargaining skills of women. Further, the role of firm-level factors in the gender wage gap have increased over time, and these are especially important at the top of the wage distribution and among workers that are more skilled. There is a heavy penalty for motherhood in wages, 4–9 log points, but this is not related to firm-specific time-invariant productivity premiums. |
| Keywords: | Gender wage gap, firm-level productivity premiums, sorting and bargaining, distribution of wages, skills, motherhood penalty |
| Date: | 2020 |
| URL: | http://d.repec.org/n?u=RePEc:mtk:febawb:120&r=all |
| By: | Alger, Ingela; Juarez, Laura; Juarez-Torres, Miriam; Miquel-Florensa, Josepa |
| Abstract: | We present evidence from a lab-in-the-field experiment, conducted in eight small, rural villages in Mexico, in which subjects choose to exert real effort to fund real health centers in their own and other localities. We find that women are more willing than men to exert effort to fund the health center in another locality, relative to the one in their locality. This gender gap is mostly due to women who have some trust in the way the government spends taxes, and to women who benefit from a government program that targets women and fosters health care use. Our results also suggest that women might be aware of their higher willingness to exert effort for a public good that does not benefit them directly, compared to men, because they seem to reduce their individual effort the more female their environment is. |
| JEL: | H41 C91 O12 |
| Date: | 2020–01 |
| URL: | http://d.repec.org/n?u=RePEc:tse:iastwp:124054&r=all |