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on Gender |
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Issue of 2025–04–14
four papers chosen by Jan Sauermann, Institutet för Arbetsmarknads- och Utbildningspolitisk Utvärdering |
| By: | René Böheim; David Pichler; Christine Zulehner |
| Abstract: | We examine how parental and local factors shape the gender pay gap between daughters and sons. Maternal labor market attachment significantly reduces gender disparities as it increases daughters' earnings in adulthood relative to that of sons. We find that maternal employment has minimal effects on pre-parenthood earnings gaps. However, it substantially mitigates post-parenthood disparities as daughters return to the labour market more quickly after childbirth. Paternal employment in manufacturing and construction is linked to larger gender pay gaps and lower likelihoods of sons taking paternity leave. At the municipal level, higher female employment rates and education levels are associated with narrower gender gaps, whereas conservative norms and manufacturing employment exacerbate them. |
| Keywords: | intergenerational mobility, gender wage gap, regional labor markets, gender norms |
| JEL: | J13 J16 J31 J62 |
| Date: | 2025–05 |
| URL: | https://d.repec.org/n?u=RePEc:jku:econwp:2025-05 |
| By: | Teutloff, Ole; Stenzhorn, Eliza; Kässi, Otto |
| Abstract: | This paper examines how worker skills and job application behavior contribute to the gender wage gap on a major online freelancing platform. We observe significant occupational sorting by gender, with women over-represented in lower-paying project categories and tending to earn less than men even within the same categories. The unexplained gender wage gap conditional on education is initially 39.9%, but it narrows to under 2% when accounting for differences in human capital and application strategies. Our analysis shows that application behavior, including job preferences and asking wages, is the primary factor, explaining up to 90% of the wage gap. We also find that women work on longer projects and achieve higher application success rates than men, which helps offset lower hourly earnings by accumulating more work hours. While men have slightly greater platform and traditional work experience it has minimal impact on wage outcomes. These findings suggest that the gender wage gap on the platform primarily reflects distinct usage patterns between men and women. |
| Keywords: | gender wage gap, gig economy, skills, human capital, flexibility, job application behavior, online labor markets, random forest regression |
| JEL: | J16 J24 J31 |
| Date: | 2025 |
| URL: | https://d.repec.org/n?u=RePEc:zbw:zewdip:314421 |
| By: | Paula Scholz (University of Cologne) |
| Abstract: | This study investigates how salary differences, gender stereotypes and prior leadership experience influence the willingness to pursue leadership roles. Using a controlled laboratory experiment, I focus on communication and coordination responsibilities of leaders. In the experiment, subjects are randomly assigned to leadership positions in a public goods game in which the leader communicates with and coordinates the team. Afterwards, I elicit the willingness to pay to become the leader varying whether the position comes with a low or high salary. I find that women have a substantially lower willingness to pay to attain the leadership position compared to men if and only if it comes with a high salary. Despite women being equally effective team leaders as men, belief elicitation shows that high salaries shift leadership roles from being perceived as stereotypical female to stereotypical male. This stereotypical perception of associating a highly paid leader with men translates into subjects' willingness to pay to attain the position. Exogenous exposure to leadership roles does not reduce the gender application gap, suggesting that experience alone cannot overcome instilled stereotypes. |
| Keywords: | Gender, Leadership, Stereotypes, Behavioral Decision Making |
| JEL: | C91 D83 J16 M21 M51 |
| Date: | 2025–03 |
| URL: | https://d.repec.org/n?u=RePEc:ajk:ajkdps:359 |
| By: | Maximilian Mähr |
| Abstract: | This paper studies how appointing a female professor through affirmative action affects hiring decisions and gender attitudes of faculty. For identification I use the introduction of a nationwide affirmative action policy in Germany that provides subsidies to departments appointing women to permanent full professorships. Using administrative data on all academic personnel employed at German public universities, I find that exposure to a female professor increases the share of female Ph.D. students but leaves hiring of women among full professors, assistant professors, and postdoctoral researchers unaffected. The rise in female Ph.D. enrollment is driven by individuals who completed their undergraduate studies in the same department. Additional findings show that after a woman joins the department, young male faculty members increase their collaboration with female colleagues. Further, I document that research productivity and direction are unaffected by the presence of an additional woman. |
| Keywords: | Affirmative Action, Gender Diversity, Women in Academia |
| JEL: | I23 J16 J24 J71 J78 |
| Date: | 2025–03 |
| URL: | https://d.repec.org/n?u=RePEc:bon:boncrc:crctr224_2025_677 |