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on Gender |
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Issue of 2024‒02‒19
six papers chosen by Jan Sauermann, Institutet för Arbetsmarknads- och Utbildningspolitisk Utvärdering |
| By: | Josten, Cecily; Lordan, Grace |
| Abstract: | This study tests whether personality traits are legitimately rewarded in the labour market or whether there are differing rewards across gender that cannot be explained with productivity. We investigate if personality traits affect the likelihood of making it to the top income quintile within an occupation differently by gender using UK Household Longitudinal data. We find that being agreeable hurts men more than women across a majority of occupations, which points at the role of gender norms for wages. Further, female legislators and senior officials who are conscientious, extraverted, neurotic and open are more likely to be among the top earners than men. Other than that, we find small gender differences in personality rewards. |
| Keywords: | personality traits; agreeableness; Big Five; labor market; earnings; gender wage gap |
| JEL: | J16 J24 J31 |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:ehl:lserod:121448&r=gen |
| By: | Alessandra Casarico; Jana Schuetz; Silke Uebelmesser |
| Abstract: | We conduct a survey experiment with four thousand German respondents and provide information on two measures of gender inequality, separately or jointly: the gender gap in earnings and the gender gap in pensions. We analyze the effect of information provision on respondents’ views on the importance of reducing gender inequality and on their agreement with the adoption of policies targeted at different stages of the life cycle and aimed at reducing the gaps. We find that providing information on both gaps changes perceptions of the importance of reducing gender inequality and adopting policy measures to this end. Information on only one gap tends to have insignificant effects. By exploring the mechanisms behind our results, we provide insights into the importance of individual views on female disadvantages in the labor market, personal experience of inequality, and social norms as correlates of preferences for reducing gender inequality and policy interventions. We also show that information provision has larger effects on women and young respondents, while treatment effects do not differ by political leaning. These individual characteristics also relate to differences in identifying causes of gender inequality. |
| Keywords: | gender earnings, gap, gender pension gap, gender inequality, survey experiment, information provision, policy preferences |
| JEL: | C90 D63 J16 J38 |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:ces:ceswps:_10916&r=gen |
| By: | LoRiggio, Tessa (RMIT University); Morris, Todd (University of Queensland) |
| Abstract: | The gender pay gap not only affects women's financial security during their working lives but also their wealth available for retirement. This note reveals a large gender wealth gap in Canada among singles near retirement. Using a repeated national wealth survey from 1999 to 2019, we find an average wealth gap favouring men at ages 45–59 of $56, 000 or 16%, and the estimated gap rises to $96, 000 or 27% after accounting for gender differences in demographic characteristics. There is no evidence that the wealth gap is narrowing, which is largely explained by the gender earnings gap. Previously married women are particularly disadvantaged, which may reflect the persistent earnings penalties faced by women who have children. |
| Keywords: | gender wealth gap, gender earnings gap, retirement wealth, business equity, costs of divorce |
| JEL: | D31 J31 |
| Date: | 2024–01 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izapps:pp207&r=gen |
| By: | Alexander Coutts (York University); Boon Han Koh (University of Exeter); Zahra Murad (University of Portsmouth) |
| Abstract: | Feedback is a vital tool used by organizations and educators to improve performance, spark learning, and foster individual growth. Yet, anecdotal evidence suggests that many individuals are hesitant to provide others with feedback. Moreover, gender biases may influence its provision, with consequences for the representation of women in leadership and com- petitive professions. We study feedback provision under different conditions that vary the nature of performance signals, how instrumental they are for decision making, and gender of the recipient. Our results reveal that a substantial degree of feedback is withheld by advisors. Moreover, advisors are more likely to shield women from negative feedback in conditions characterized both by a lack of complete information about performance, and feedback that is not immediately instrumental for their decision-making. This effect is driven by male advisors. Our findings showcase how gender differences can arise in feedback provision, and highlight when these differences may be more likely to appear. |
| Keywords: | Feedback Provision; Gender; Ego/Belief Utility; Competitiveness; Discrimination |
| JEL: | C90 D83 D91 J16 M54 |
| Date: | 2024–01–30 |
| URL: | http://d.repec.org/n?u=RePEc:pbs:ecofin:2024-02&r=gen |
| By: | Federico Carril-Caccia (University of Granada); Ana Cuadros (Universitat Jaume I and Institute of International Economics); Jordi Paniagua (University of Valencia, Kellogg Institute, University of Notre Dame) |
| Abstract: | This paper analyzes the effect of increasing the share of female migrants on Foreign Direct Investment (FDI). We develop a model that introduces gendered labor and discrimination into a structural model of FDI. Our estimates reveal that the increasing feminization of the immigrant labor force is positively associated with FDI. Furthermore, the model drives the quantification of the elasticity of substitution (EoS) between male and female labor for 27 OECD countries (1.3 on average) and three job types: managers (3.2), professionals (2.1), and non-qualified workers (6.0). The EoS is lower in countries with small gender gaps (e.g., 0.3 in Sweden) than in countries with large gender gaps (e.g., 6.1 in Mexico). Our analysis offers novel perspectives on the impacts of migration and the potential implications of policies targeted at enhancing female workforce participation. |
| Keywords: | FDI, migration, elasticity of substitution, gender, discrimination |
| JEL: | F21 F22 F23 |
| Date: | 2024–01 |
| URL: | http://d.repec.org/n?u=RePEc:eec:wpaper:2402&r=gen |
| By: | Merouani, Youssouf (Department of Economic History, Lund University); Perrin, Faustine (Department of Economic History, Lund University) |
| Abstract: | The gender patenting gap is well-established and is wide. Despite important progress made over the past decades, the gap remains. Why are women underrepresented in patenting activities? What are the roots of the gender patenting gap? How did the gap evolve since the ‘modern’ patenting system was established? Our knowledge of women’s contribution to innovative activities in the past is extremely scarce. We build an original dataset covering the entirety of French patents to investigate the extent to which women patented relative to men in France during the long nineteenth century and explores the factors behind the historical gender patenting gap. We find that despite the absence of scientific and technical education opportunities for women and the presence of institutional barriers, women, including those who were married, took an active part in the innovation process. The empirical analysis conducted in the paper suggests that explanations of the origins and persistence of the gender patenting gap have to be found outside of the patent system itself. |
| Keywords: | Patent; Innovation; Gender; Women; Nineteenth Century; France |
| JEL: | J16 N33 O30 |
| Date: | 2024–01–17 |
| URL: | http://d.repec.org/n?u=RePEc:hhs:luekhi:0255&r=gen |