What if your boss is a woman? Evidence on gender discrimination at the workplace

Lucifora, Claudio; Vigani, Daria

doi:10.1007/s11150-021-09562-x

Cited by 6 publications

(3 citation statements)

References 34 publications

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“…Women are thus less protected in the labor eld, which might increase their odds of suffering from more forms of discrimination (Borrell et al 2011). However, a recent study found that European workers are less likely to report gender-based discrimination when they have a female supervisor, and this positive effect is only statistically signi cant in case of women (Lucifora and Vigani 2022).…”

Section: Introductionmentioning

confidence: 94%

Feeling discriminated means poor self-perceived health: a gender analysis using SHARE

Pinillos-Franco

Cantarero

Lera

2022

Preprint

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Most part of the literature has highlighted the detrimental effects of discrimination on health. However, the influence of past and perceived discrimination on older workers’ self-assessed health has been understudied. We aim to study whether reported discrimination is associated with self-assessed health among adults of working ages (50–65 years of age). Data was retrieved from the seventh wave of the Survey of Health, Ageing and Retirement in Europe (SHARE) to obtain the regular panel of questions, and the third and seventh waves of the SHARELIFE questionnaire, that includes information about discrimination (n = 30,019). We first used Latent Class Analysis (LCA) to detect groups of individuals in our sample and afterward, we used logistic regression models to determine the impact of discrimination on male and female workers’ health separately. The results show that 49.0% of our sample was composed of highly discriminated women, while the remaining percentage covered men and women (42.3% males and 8.7% females) that reported lower levels of discrimination. Our estimations reveal a significant association between discrimination and poor health status, especially in the case of men ranging from OR = 1.807 (95% CI 1.497–2.182) to OR = 1.619 (95% CI 1.356–1.933). In the case of women our results range from OR = 1.729 (95% CI 1.456–2.055) to OR = 1.197 (95% CI 0.981–1.462). These findings are essential to highlight the importance of tackling discrimination as a determinant of health that negatively affects both sexes, men and women. JEL Classification I14; D63; J14

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Section: Introductionmentioning

confidence: 94%

Feeling discriminated means poor self-perceived health: a gender analysis using SHARE

Pinillos-Franco

Cantarero

Lera

2022

Preprint

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“…4 Compelling evidence regarding the importance of mentoring comes from Ginther et al's (2020) randomized control trial in which they find women randomly assigned into a mentoring workshop to support women in research careers increased the likelihood of a woman remaining in academia and in receiving tenure in a highly ranked economics institution. 5 Other studies showing that an increase in the share of female managers is associated with a narrowing of the gender wage gap include Hirsch (2013) and Lucifora and Vigani (2022).…”

Section: Gender Composition and The Gender Wage Gapmentioning

confidence: 99%

Are Women Doing It for Themselves? Female Managers and the Gender Wage Gap*

2022

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Using linked employer-employee data for Britain, we find a robust association between the share of female managers in the workplace and the size of the gender wage gap. In workplace fixed-effects estimates, the gap is eradicated when more than 60% of workplace managers are women, a scenario that obtains in around one fifth of all workplaces. The association between the share of female managers and the gender wage gap is more pronounced when workplace managers set pay at the workplace, and where employees are paid for performance. These findings are consistent with the proposition that women are more likely to be paid equitably when managers have discretion in the way they set pay or reward performance and those managers are women. They suggest that a stronger presence of women in managerial positions can help tackle the gender wage gap.

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“…In respect of promotion prospects, De Paola and Scoppa (2015) find that female candidates are significantly less likely to get promoted when the committee is entirely composed of males, whist Kunze and Miller's (2017) study of corporate leadership in Norway finds that greater female representation among the higher occupational ranks in the workplace narrows the gender gap in promotion rates at lower ranks. Lucifora and Vigani (2022) directly examine workers' perceptions of whether they have experienced gender discrimination within their firm, and find that having a female manager is associated with lower levels of perceived discrimination. Similar evidence by ethnicity is provided by Giuliano et al (2011).…”

Section: The Identity Of the Managerial Decision-makermentioning

confidence: 99%