Department Profiles
Research Profiles of the IWH Departments All doctoral students are allocated to one of the four research departments (Financial Markets – Laws, Regulations and Factor Markets –…
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LRF Research Profile
Research Profile of the Department of Laws, Regulations and Factor Markets The Department of Laws, Regulations and Factor Markets conducts research on the interaction of labour…
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Department Profiles
Research Profiles of the IWH Departments All doctoral students are allocated to one of the four research departments (Financial Markets – Laws, Regulations and Factor Markets –…
Zur Seite
Gender Pay Gap in American CFOs: Theory and Evidence
Bill Francis, Iftekhar Hasan, Gayane Hovakimian, Zenu Sharma
Journal of Corporate Finance,
June
2023
Abstract
Studies document persistent unexplained gender-based wage gap in labor markets. At the executive level, where skill and education are similar, career interruptions and differences in risk preferences primarily explain the extant gender-based pay gap. This study focuses on CFO compensation contracts of Execucomp firms (1992–2020) and finds no gender-based pay gap. This paper offers several explanations for this phenomenon, such as novel evidence on the risk preferences of females with financial expertise and changes in the social and regulatory climate.
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Non-base Compensation and the Gender Pay Gap
Boris Hirsch, Philipp Lentge
LABOUR: Review of Labour Economics and Industrial Relations,
Nr. 3,
2022
Abstract
This paper investigates whether non-base compensation contributes to the gender pay gap (GPG). Using administrative data from Germany, we find in wage decompositions that lower bonus payments to women explain about 10 per cent of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the GPG, particularly in top jobs.
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Do Firms Respond to Gender Pay Gap Transparency?
Morten Bennedsen, Elena Simintzi, Margarita Tsoutsoura, Daniel Wolfenzon
Journal of Finance,
Nr. 4,
2022
Abstract
We examine the effect of pay transparency on the gender pay gap and firm outcomes. Using a 2006 legislation change in Denmark that requires firms to provide gender-disaggregated wage statistics, detailed employee-employer administrative data, and difference-in-differences and difference-in-discontinuities designs, we find that the law reduces the gender pay gap, primarily by slowing wage growth for male employees. The gender pay gap declines by 2 percentage points, or 13% relative to the prelegislation mean. Despite the reduction of the overall wage bill, the wage transparency mandate does not affect firm profitability, likely because of the offsetting effect of reduced firm productivity.
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Paid Vacation Use: The Role of Works Councils
Laszlo Goerke, Sabrina Jeworrek
Economic and Industrial Democracy,
Nr. 3,
2021
Abstract
The article investigates the relationship between codetermination at the plant level and paid vacation in Germany. From a legal perspective, works councils have no impact on vacation entitlements, but they can affect their use. Employing data from the German Socio-Economic Panel (SOEP), the study finds that male employees who work in an establishment, in which a works council exists, take almost two additional days of paid vacation annually, relative to employees in an establishment without such institution. The effect for females is much smaller, if discernible at all. The data suggest that this gender gap might be due to the fact that women exploit vacation entitlements more comprehensively than men already in the absence of a works council.
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Gender Stereotypes still in MIND: Information on Relative Performance and Competition Entry
Sabrina Jeworrek
Journal of Behavioral and Experimental Economics,
October
2019
Abstract
By conducting a laboratory experiment, I test whether the gender tournament gap diminishes in its size after providing information on the relative performance of the two genders. Indeed, the gap shrinks sizeably, it even becomes statistically insignificant. Hence, individuals’ entry decisions seem to be driven not only by incorrect self-assessments in general but also by incorrect stereotypical beliefs about the genders’ average abilities. Overconfident men opt less often for the tournament and, thereby, increase their expected payoff. Overall efficiency, however, is not affected by the intervention.
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Mind the Gap: The Difference Between U.S. and European Loan Rates
Tobias Berg, Anthony Saunders, Sascha Steffen, Daniel Streitz
Review of Financial Studies,
Nr. 3,
2017
Abstract
We analyze pricing differences between U.S. and European syndicated loans over the 1992–2014 period. We explicitly distinguish credit lines from term loans. For credit lines, U.S. borrowers pay significantly higher spreads, but lower fees, resulting in similar total costs of borrowing in both markets. Credit line usage is more cyclical in the United States, which provides a rationale for the pricing structure difference. For term loans, we analyze the channels of the cross-country loan price differential and document the importance of: the composition of term loan borrowers and the loan supply by institutional investors and foreign banks.
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Gender Wage Discrimination: Does the Extent of Competition in Labor Markets Explain why Female Workers are Paid Less than Men?
Boris Hirsch
IZA World of Labor,
Nr. 310,
2016
Abstract
There are pronounced and persistent wage differences between men and women in all parts of the world. A significant element of these wage disparities can be attributed to differences in worker and workplace characteristics, which are likely to mirror differences in worker productivity. However, a large part of these differences remains unexplained, and it is common to attribute them to discrimination by the employer that is rooted in prejudice against female workers. Yet recent empirical evidence suggests that, to a large extent, the gaps reflect “monopsonistic” wage discrimination—that is, employers exploiting their wage-setting power over women—rather than any sort of prejudice.
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