Papers Containing Keywords(s): 'woman'
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Viewing papers 1 through 10 of 14
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Working PaperSocially Responsible Investment and Gender Equality in the United States Census
August 2024
Working Paper Number:
CES-24-44
With administrative data, we test whether institutional ownership with a social preference is related to employee-level gender equality. We show that the gender pay gap, which is an unexplained part of the lower wages of female employees, does not have a significant relation with socially responsible investments. Next, we show that female directorship strengthens the relation between socially responsible investments and the gender pay gap. When there are female directors, socially responsible investments have a robust correlation with a lower gender pay gap. This is because female directorship alleviates information asymmetry in gender equality.View Full Paper PDF
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Working PaperInterpreting Cohort Profiles of Lifecycle Earnings Volatility
April 2024
Working Paper Number:
CES-24-21
We present new estimates of earnings volatility over time and the lifecycle for men and women by race and human capital. Using a long panel of restricted-access administrative Social Security earnings linked to the Current Population Survey, we estimate volatility with both transparent summary measures, as well as decompositions into permanent and transitory components. From the late 1970s to the mid 1990s there is a strong negative trend in earnings volatility for both men and women. We show this is driven by a reduction in transitory variance. Starting in the mid 1990s there is relative stability in trends of male earnings volatility because of an increase in the variance of permanent shocks, especially among workers without a college education, and a more attenuated trend decline among women. Cohort analyses indicate a strong U-shape pattern of volatility over the working life, which comes from large permanent shocks early and later in the lifecycle. However, this U-shape shifted downward and leftward in more recent cohorts, the latter from the fanning out of lifecycle transitory volatility in younger cohorts. These patterns are more pronounced among White men and women compared to Black workers.View Full Paper PDF
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Working PaperIs the Gender Pay Gap Largest at the Top?
December 2023
Working Paper Number:
CES-23-61
No: it is at least as large at bottom percentiles of the earnings distribution. Conditional quantile regressions reveal that while the gap at top percentiles is largest among the most-educated, the gap at bottom percentiles is largest among the least-educated. Gender differences in labor supply create more pay inequality among the least-educated than they do among the most-educated. The pay gap has declined throughout the distribution since 2006, but it declined more for the most-educated women. Current economics-of-gender research focuses heavily on the top end; equal emphasis should be placed on mechanisms driving gender inequality for noncollege-educated workers.View Full Paper PDF
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Working PaperPoach or Promote? Job Sorting and Gender Earnings Inequality across U.S. Industries
April 2023
Working Paper Number:
CES-23-23
I outline the sociological theory that would predict that external labor markets ' those in which more positions are filled with new hires rather from firm-internal promotions ' heighten gender based discrimination and contribute to earnings inequality. I test this theory by treating industries as miniature labor markets within the US with varying levels of gender inequality and different hiring practices. Using high quality administrative data from 1985 to 2013, including detailed work histories from this period, I compare the earnings of alike men and women across industries with different levels of reliance on external markets at different times. I find that men experience greater unexplained earnings relative to women ' unexplained in that it is not accounted for by work history or observable demographic characteristics ' when a greater share of earnings increase events occur outside the firm.View Full Paper PDF
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Working PaperFemale Executives and the Motherhood Penalty
January 2021
Working Paper Number:
CES-21-03
Childbirth and subsequent breaks from the labor market are a primary reason why the average earnings of women is lower than that of men. This paper uses linked survey and administrative data from the United States to investigate whether the sex composition of executives at the firm, defined as the top earners, affects the earnings and employment outcomes of new mothers. We begin by documenting that (i) the male-female earnings gap is smaller in industries in which a larger share of executives are women, and (ii) the male-female earnings gap has declined more in industries that have experienced larger increases in the share of executives who are female. Despite these cross-sectional and longitudinal correlations, we find no evidence that the sex composition of the executives at the firm has a causal effect on the childbirth and motherhood penalties that impact women's earnings and employment.View Full Paper PDF
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Working PaperAn Evaluation of the Gender Wage Gap Using Linked Survey and Administrative Data
November 2020
Working Paper Number:
CES-20-34
The narrowing of the gender wage gap has slowed in recent decades. However, current estimates show that, among full-time year-round workers, women earn approximately 18 to 20 percent less than men at the median. Women's human capital and labor force characteristics that drive wages increasingly resemble men's, so remaining differences in these characteristics explain less of the gender wage gap now than in the past. As these factors wane in importance, studies show that others like occupational and industrial segregation explain larger portions of the gender wage gap. However, a major limitation of these studies is that the large datasets required to analyze occupation and industry effectively lack measures of labor force experience. This study combines survey and administrative data to analyze and improve estimates of the gender wage gap within detailed occupations, while also accounting for gender differences in work experience. We find a gender wage gap of 18 percent among full-time, year-round workers across 316 detailed occupation categories. We show the wage gap varies significantly by occupation: while wages are at parity in some occupations, gaps are as large as 45 percent in others. More competitive and hazardous occupations, occupations that reward longer hours of work, and those that have a larger proportion of women workers have larger gender wage gaps. The models explain less of the wage gap in occupations with these attributes. Occupational characteristics shape the conditions under which men and women work and we show these characteristics can make for environments that are more or less conducive to gender parity in earnings.View Full Paper PDF
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Working PaperFamily-Leave Mandates and Female Labor at U.S. Firms: Evidence from a Trade Shock
September 2020
Working Paper Number:
CES-20-25
We study the role of family-leave mandates in shaping the gender composition at U.S. firms that experience a negative demand shock. In a regression discontinuity framework, we compare firms mandated to provide job-protected leave under the Family and Medical Leave Act (FMLA) and firms that are exempt from the law (non-FMLA) following the post-2001 surge in Chinese imports. Using confidential microdata on matched employers and employees in the U.S. non-farm private sector, we find that between 2000 and 2003, an increase in import competition decreases the share of female workers at FMLA compared to non-FMLA firms. The negative differential effect is driven by female workers in prime childbearing years, with less than college education, and is strongest at firms with all male managers. We find similar patterns in changes in the female share of earnings and promotions. These results suggest that, when traditional gender norms prevail, adverse shocks may exacerbate gender inequalities in the presence of job-protected leave mandates.View Full Paper PDF
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Working PaperPunctuated Entrepreneurship (Among Women)
May 2018
Working Paper Number:
CES-18-26
The gender gap in entrepreneurship may be explained in part by employee non-compete agreements. Exploiting exogenous state-level variation in non-compete policy, I find that women more strictly subject to non-competes are 11-17% more likely to start companies after their employers dissolve. This result is not explained by the incidence of non-competes or lawsuits; however, women face higher relative costs in defending against potential litigation and in returning to paid employment after abandoning their ventures. Thus entrepreneurship among women may be 'punctuated' in that would-be female founders are throttled by non-competes, their potential unleashed only by the failure of their employers.View Full Paper PDF
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Working PaperHow long do early career decisions follow women? The impact of industry and firm size history on the gender and motherhood wage gaps
January 2018
Working Paper Number:
CES-18-05
We add to the gender wage gap literature by considering how characteristics of past employers are correlated with current wages and whether differences between the work histories of men and women are related to the persistent gender wage gap. Our hypothesis is that women have spent less time over the course of their careers in higher paying industries and have less job- and industry-specific human capital and that these characteristics are correlated with male-female earnings differences. Additionally, we expect that difference in the work histories between women with children and childless women might help explain the observed motherhood wage gap. We use unique administrative employer history data to conduct a standard decomposition exercise to determine the impact of differences in observable job history characteristics on the gender and motherhood wage gaps. We find that industry work history has two opposing effects on both these wage gaps. The distribution of work experience across industries contributes to increasing the wage gaps, but the share of experience spent in the industry sector of the current job works to decrease earnings differences.View Full Paper PDF
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Working PaperFurther Evidence from Census 2000 About Earnings by Detailed Occupation for Men and Women: The Role of Race and Hispanic Origin
November 2011
Working Paper Number:
CES-11-37
A 2004 report by the author reviewed data from Census 2000 and concluded "There is a substantial gap in median earnings between men and women that is unexplained, even after controlling for work experience (to the extent it can be represented by age and presence of children), education, and occupation." This paper extends the analysis and concludes that once those characteristics are controlled for, no further explanatory power is attributable to race or Hispanic origin.View Full Paper PDF
