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on Gender |
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Issue of 2024‒06‒24
five papers chosen by Jan Sauermann, Institutet för Arbetsmarknads- och Utbildningspolitisk Utvärdering |
| By: | Catherine C. Eckel (Texas A&M University); Lata Gangadharan (Monash University); Philip J. Grossman (Monash University); Miranda Lambert (Texas A&M University); Nina Xue (Monash University) |
| Abstract: | This study investigates the impact of the institutional setting on the gender leadership gap. Motivating our study is the belief that women shy away from competitive environments and tend to prefer cooperative environments. We design an experiment using a modified Centipede game to test whether leaders can foster cooperation under two incentive schemes: competitive (“winner takes all”) versus cooperative (equal earnings distribution). The leader, whose gender is revealed, sends a message providing strategic advice to their group. We find that male and female leaders are similarly effective in enhancing efficiency and are anticipated to perform equivalently. However, in the competitive context, a gender gap emerges: Female leaders receive lower evaluations than male leaders for offering identical advice. Interestingly, this bias is not observed in the cooperative context, suggesting that the congruence of the environment with gender stereotypes has important implications for leadership evaluations. Randomly-selected female leaders are evaluated 50% higher in a cooperative, as compared to a competitive environment. Thus, achieving gender equality in leadership requires careful attention to the institutional design of organizations. Notably, men consistently demonstrate a higher propensity to lead, regardless of the surrounding context. |
| Keywords: | gender, leadership, institutional environment, evaluation, experiment |
| JEL: | C92 J16 J71 M14 |
| Date: | 2024–06 |
| URL: | https://d.repec.org/n?u=RePEc:mos:moswps:2024-10&r= |
| By: | Andrés Barrios Fernández; Marc Riudavets-Barcons |
| Abstract: | This paper uses rich administrative data from Chile to estimate teacher value added (TVA) on test scores and on an educational attainment index. We allow each teacher to have a different TVA for male and female students and show that differences in TVA explain an important part of the gender gaps we observe in test scores and postsecondary education trajectories. The gaps in gender-specific teaching effectiveness are especially pronounced in mathematics. Indeed, eliminating within-teacher differences in math test score VA would reduce the gender gap in math performance by 67%. We explore what could be behind these gaps in gender-specific TVA and find no significant differences in what makes teachers effective for male and female students. We do find, however, significant associations between teacher characteristics-e.g., gender and performance in the college admission exam-and practices-e.g., paying attention to low-performing students, congratulating students who improve, and having a good relationship with students-with teacher effectiveness. Finally, we also show that math teachers tend to be biased in favor of male students and that teachers with smaller gender biases are more effective for both, male and female students. |
| Keywords: | teacher value-added, education gender gaps, teaching practices |
| Date: | 2024–04–29 |
| URL: | http://d.repec.org/n?u=RePEc:cep:cepdps:dp1995&r= |
| By: | Antman, Francisca M. (University of Colorado, Boulder); Doran, Kirk (University of Notre Dame); Qian, Xuechao (Stanford University); Weinberg, Bruce A. (Ohio State University) |
| Abstract: | Using the EconLit dissertation database and large-scale algorithmic methods that identify author demographics from names, we investigate the connection between the gender of economics dissertators and dissertation topics. Despite stagnation in the share of women among economics Ph.D.s in recent years, there has been a remarkable rise in gender-related dissertations in economics over time and in many sub-fields. Women economists are significantly more likely to write gender-related dissertations and bring gender-related topics into a wide range of fields within economics. Men in economics have also substantially increased their interest in gender-related topics. |
| Keywords: | economic research, gender, dissertation |
| JEL: | I23 J16 O30 |
| Date: | 2024–05 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp16980&r= |
| By: | Okumura, Tsunao (Yokohama National University); Ueno, Yuko (Hitotsubashi University); Usui, Emiko (Hitotsubashi University) |
| Abstract: | Female physicians remain underrepresented in surgical specialties in Japan. The 2004 New Postgraduate Medical Education Program mandated a two-year rotating residency that allowed residents to choose their specialty after training in multiple fields, including surgery. Following this reform, there was a 2.7 percentage points increase in female physicians choosing general surgery and a 1.5 percentage points increase in urology being chosen, compared to male physicians, as well as a 3.4 percentage points decrease in internal medicine being chosen. This shift of female physicians toward male-dominated surgical specialties is primarily seen in breast surgery, catering to female patients, and in urology, known for its shorter workweeks. |
| Keywords: | specialty choice, policy reform, gender |
| JEL: | J16 J24 J44 |
| Date: | 2024–05 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp16990&r= |
| By: | Cowgill, Bo (Columbia Business School); Perkowski, Patryk (Yeshiva University) |
| Abstract: | Firms increasingly delegate job screening to third-party recruiters, who must not only satisfy employers' demand for different types of candidates, but also manage yield by anticipating candidates' likelihood of accepting offers. We study how recruiters balance these objectives in a novel, two-sided field experiment. Our results suggest that candidates' behavior towards employers is very correlated, but that employers' hiring behavior is more idiosyncratic. Workers discriminate using the race and gender of the employer's leaders more than employers discriminate against the candidate's race and gender. Black and female candidates face particularly high uncertainty, as their callback rates vary widely across employers. Callback decisions place about two thirds weight on employer's expected behavior and one third on yield management. We conclude by discussing the accuracy of recruiter beliefs and how they impact labor market sorting. |
| Keywords: | hiring, recruiting, discrimination, field experiments |
| JEL: | M51 C93 J71 |
| Date: | 2024–05 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izadps:dp17004&r= |