nep-gen New Economics Papers
on Gender
Issue of 2021‒09‒20
four papers chosen by
Jan Sauermann
Stockholms universitet

  1. Does the gender mix influence collective bargaining on gender equality? Evidence from France By Anne-Sophie Bruno; Nathalie Greenan; Jeremy Tanguy
  2. Is there a differentiated gender effect of collaboration with supercited authors? Evidence from early-career economists By Rodrigo Dorantes-Gilardi; Aurora A. Ramírez-Álvarez; Diana Terrazas-Santamaría
  3. The Role Of CEO Characteristics In Firm Innovative Performance: A Comparative Analysis Of EU Countries And Russia By Fernanda Ricotta; Victoria Golikova; Boris Kuznetsov
  4. From He-Cession to She-Stimulus? The Labor Market Impact of Fiscal Policy Across Gender By Alica Ida Bonk; Laure Simon

  1. By: Anne-Sophie Bruno (CHS - Centre d'histoire sociale des mondes contemporains - UP1 - Université Paris 1 Panthéon-Sorbonne - CNRS - Centre National de la Recherche Scientifique); Nathalie Greenan (TEPP - Travail, Emploi et Politiques Publiques - UPEM - Université Paris-Est Marne-la-Vallée - CNRS - Centre National de la Recherche Scientifique, CEET - Centre d'études de l'emploi et du travail - CNAM - Conservatoire National des Arts et Métiers [CNAM] - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé, LIRSA - Laboratoire interdisciplinaire de recherche en sciences de l'action - CNAM - Conservatoire National des Arts et Métiers [CNAM], CNAM - Conservatoire National des Arts et Métiers [CNAM]); Jeremy Tanguy (IREGE - Institut de Recherche en Gestion et en Economie - USMB [Université de Savoie] [Université de Chambéry] - Université Savoie Mont Blanc)
    Abstract: Gender equality at work has become in recent years a priority for governments. In France, collective bargaining is a main lever to achieve progress on gender equality issues. In a two-tier bargaining framework, industries and firms are required by law to negotiate on the reduction of gender inequalities. Using firm-level survey data on labor relations issues combined with administrative data, this paper seeks to better understand the dynamics of collective bargaining on gender equality at the firm level by questioning the role played by the gender mix. We find that gender diversity favors gender equality bargaining at the firm level. Under-representation and over-representation of women reduce the probability of firms negotiating an agreement on gender equality. The introduction of sanctions in the recent period has prompted low-feminized firms to negotiate more on gender equality but had little impact on highly feminized firms.
    Keywords: gender equality,collective bargaining,gender diversity
    Date: 2021–08–25
  2. By: Rodrigo Dorantes-Gilardi (El Colegio de México); Aurora A. Ramírez-Álvarez (El Colegio de México); Diana Terrazas-Santamaría (El Colegio de México)
    Abstract: Several inequalities between genders have been reported over the last decades in academia. Female researchers tend to have a lower pay, write fewer articles and receive fewer cites than their male counterparts, among other disparities. Co-authorship with highly cited scholars tend to give an advantage to early career researchers. Indeed, the impact of researchers that collaborate with super-cited (SC) authors at their early career stage tends to be greater than for those scientists who do not. The question of whether this advantage is favors male or female scientists has not been addressed yet. By conditioning on career length (at least ten years), we study the effect on male and female economists from collaborating with a SC author within the first five years of their career. Since collaboration is not likely random, we employ a matching model using pre-collaboration network characteristics to compare similar authors. We find a positive effect on the impact and the probability of being SC afterward; however, this effect is not statistically different between men and women. On the productivity side, we do not find an effect for any gender. To further explore these results, we study whether repeated collaboration with SC co-authors may be a possible mechanism in the years that follow.
    Keywords: super-cited authors, gender inequality, collaboration network, economics.
    Date: 2021–08
  3. By: Fernanda Ricotta (University of Calabria); Victoria Golikova (National Research University Higher School of Economics); Boris Kuznetsov (National Research University Higher School of Economics)
    Abstract: In this paper, we investigate whether CEO characteristics (owner-manager status, age and gender) influence firm innovative performance and test empirically if the effect differs for market and transition economies. We use cross-sectional data of manufacturing firms in six EU countries and in Russia. To address heterogeneity, we explore innovation performance by size among SMEs and large businesses and by Pavitt sector. In both institutional settings, the presence of a family CEO either has no effect or improves innovative performance. On the contrary, the role of CEO gender is different in Russia and in the EU. In the EU, female CEOs are associated with less innovation, especially in SMEs and in the traditional sector. In Russia, CEO gender is not associated with differences in innovative performance and when it is (for the traditional sector), it favors female-run firms. For CEO age, considering product innovations, the oldest group of CEOs are less active in European firms while mature CEOs are more innovative in Russia.
    Keywords: CEO age, gender, manager-owner status, innovation, manufacturing firms
    JEL: D21 L60 P50
    Date: 2021
  4. By: Alica Ida Bonk; Laure Simon
    Abstract: Men, especially those that are young and less educated, typically bear the brunt of recessions because of the stronger cyclicality of their employment and wages relative to women's. We study the extent to which fiscal policy may offset or worsen these asymmetric effects across gender. Using micro-level data for the U.S. from the Current Population Survey, we find that the effects of fiscal policy shocks on labor market outcomes depend on the type of public expenditure. Women benefit most from increases in the government wage bill, while men are the main beneficiaries of higher investment spending. Our analysis further reveals that the fiscal component most efficient at closing gender gaps is least suitable for offsetting inequitable business cycle effects across other socioeconomic dimensions
    Keywords: Business fluctuations and cycles; Fiscal policy; Labour markets
    JEL: E32 E62 J21 J16
    Date: 2021–09

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