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on Gender |
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Issue of 2024‒03‒18
five papers chosen by Jan Sauermann, Institutet för Arbetsmarknads- och Utbildningspolitisk Utvärdering |
| By: | Andrea Cintolesi (Bank of Italy); Edoardo Frattola (Bank of Italy) |
| Abstract: | We study whether female leaders appoint more women to executive positions than their male counterparts. We use mixed-gender close elections in Italian municipalities since 1993 and observe the share of women appointed by mayors to the local government (visible appointments) and to the boards of directors of municipal state-owned enterprises (hidden appointments). We find that when a woman narrowly defeats a man, the share of women appointed to visible positions drops by 5.7 percentage points, while the share of women appointed to hidden positions does not change. The effect does not appear until the early 2000s, when gender issues began to receive attention, and it occurs earlier in regions where public opinion is more sensitive to gender equality. These findings suggest that male leaders appoint more women to visible positions because they are subject to greater scrutiny on gender issues than female leaders. |
| Keywords: | gender, female leaders, close elections, appointments |
| JEL: | J16 D72 M50 |
| Date: | 2023–12 |
| URL: | http://d.repec.org/n?u=RePEc:bdi:wptemi:td_1432_23&r=gen |
| By: | Matthieu Bunel; Dominique Meurs; Élisabeth Tovar |
| Abstract: | This article uses a 15-year panel data set from a large French industrial firm to investigate the role of intra-firm job-driven residential mobility on the gender pay gap of executives. We find that job-driven residential mobility is highly profitable for both male and female workers due to a generous mobility bonus policy, but that it does not affect their careers. We also find that female executives are less likely than males to experience job-driven residential mobility, and that it brings higher gains to male relative to female executives. However, these differences between men and women linked to the mobility allowance make limited contribution to the total gender pay gap, which is almost entirely due to other bonuses linked to the positions held. |
| Keywords: | insider econometrics, personnel economics, gender pay gap, job mobility, residential mobility |
| JEL: | J16 J31 M12 R23 |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:drm:wpaper:2024-6&r=gen |
| By: | Audinga Baltrunaite (Bank of Italy and CEPR); Alessandra Casarico (Bocconi University, CESIfo and Dondena); Lucia Rizzica (Bank of Italy) |
| Abstract: | We study the presence and the extent of gender differences in reference letters for graduate students in economics and finance, and how these differences relate to early labor market outcomes. To these ends, we build a novel rich dataset and combine Natural Language Processing techniques with standard regression analysis. We find that men are described more often as brilliant and women as hardworking and diligent. We show that the former (latter) description relates positively (negatively) with various subsequent career outcomes. We provide evidence that the observed differences in the way candidates are described are driven by implicit gender stereotypes. |
| Keywords: | gender bias, research institutions, professional labor markets, word embeddings |
| JEL: | I23 J16 J44 |
| Date: | 2024–02 |
| URL: | http://d.repec.org/n?u=RePEc:bdi:wptemi:td_1438_24&r=gen |
| By: | Karol Jan Borowiecki (University of Southern Denmark); Martin Hørlyk Kristensen (University of Southern Denmark); Marc T. Law (University of Vermont) |
| Abstract: | Ludwig van Beethoven, Johann Sebastian Bach, and Frédéric Chopin are household names, but few will recognize Francesca Caccini, Elisabeth Lutyens or Amy M. Beach, who are among the top-10 female composers of all time. Why are female composers overshadowed by their male counterparts? Using novel data on over 17, 000 composers who lived from the sixth to the twentieth centuries, we conduct the first quantitative exploration of the gender gap among classical composers. We use the length of a composer’s biographical entry in Grove Music Online to measure composer prominence, and shed light on the determinants of the gender gap with a focus on the development of composers’ human capital through families, teachers, and institutionalized music education. The evidence suggests that parental musical background matters for composers’ prominence, that the effects of teachers vary by the gender of the composer but the effects of parents do not, and while musician mothers and female teachers are important, they do not narrow the gender gap in composer prominence. We also find that the institutionalization of music education in conservatories increases the relative prominence of female composers. |
| Keywords: | gender gap, human capital, music education, music history, student-teacher interactions, conservatories |
| JEL: | I23 J16 J24 N30 Z11 |
| Date: | 2024–03 |
| URL: | http://d.repec.org/n?u=RePEc:hes:wpaper:0252&r=gen |
| By: | Diego A. Martin (Growth Lab) |
| Abstract: | Do women apply more for jobs when they know the hiring probability of female job seekers directly from employers? I implemented a randomized control trial and a double-incentivized resume rating to elicit the preferences of employers and job seekers for candidates and vacancies in Iraq. The treatment reveals the job offer rate for women, calculated using the employers’ selection of women divided by the total number of female candidates. After revealing the treatment, the women applied for jobs by three more percentage points than the men in the control group. This paper highlights the value of revealing employers’ preferences to improve the match between female candidates and employers when women underestimate the chances of finding a job. |
| Keywords: | Iraq, Application for jobs, Information treatment, Labor market matching, Gender difference |
| JEL: | J61 J64 J70 |
| Date: | 2024–02 |
| URL: | http://d.repec.org/n?u=RePEc:cid:wpfacu:157a&r=gen |