• Corpus ID: 236501070

“Potential” and the Gender Promotion Gap∗

@inproceedings{Benson2021PotentialAT,
  title={“Potential” and the Gender Promotion Gap∗},
  author={Alan Benson},
  year={2021}
}
We show that widely-used subjective assessments of employee “potential” contributes to gender gaps in promotion and pay. Using data on management-track employees from a large retail chain, we find that women receive substantially lower potential ratings despite receiving higher job performance ratings. Differences in potential ratings account for 30-50% of the gender promotion gap. Women’s lower potential ratings do not appear to be based on accurate forecasts of future performance: women… 

Gender Promotion Gaps: Career Aspirations and Workplace Discrimination

Using a nationally representative longitudinal survey of lawyers in the U.S., we document a sizeable gap between men and women in their early aspirations to become law firm partners, despite similar

Hidden Performance: Salary History Bans and Gender Pay Gap

As of 2019, salary history bans have been enacted by 17 states and Puerto Rico with the stated purpose of reducing the gender pay gap. We argue that salary history bans may negatively affect wages as

Credentials Matter, but Only for Men: Evidence from the S&P 500

We study gender differences in the value of credentials in managerial labor markets. Exploiting quasi-random variation in S&P 500 index membership, we examine the careers of managers whose firms were

Talent Hoarding in Organizations

Most organizations rely on managers to identify talented workers for promotions. However, managers who are evaluated on team performance have an incentive to hoard workers. This study provides the

Who Benefits from Meritocracy?

Does screening applicants using exams hurt or help the chances of candidates from disadvantaged backgrounds? Although a common critique to exams is that they might negatively impact applicants from

The Gender Effects of COVID-19 on Equity Analysts

We use the COVID-19 pandemic as a natural experiment to study the effects of childcare and household duties on sell-side analysts. The richness of this setting allows us to compare female and male

Fairness for AUC via Feature Augmentation

A novel approach, fairAUC, based on feature augmentation (adding features) to mitigate bias between identifiable groups is developed and found that it significantly improves AUC for the disadvantaged group relative to benchmarks maximizing overall AUC and minimizing bias between groups.

References

SHOWING 1-10 OF 85 REFERENCES

Gender Promotion Gaps: Career Aspirations and Workplace Discrimination

Using a nationally representative longitudinal survey of lawyers in the U.S., we document a sizeable gap between men and women in their early aspirations to become law firm partners, despite similar

Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies

Abstract We study gender spillovers in career advancement using eleven years of employer-employee matched data on white-collar workers at over 4,000 private sector workplaces in Norway. Our data

Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs

This work examines the sources of women’s underrepresentation in hiring for top management jobs by focusing on the context of executive search, and highlights the theoretical importance of disentangling candidates’ “self-steering” behavior from the “pipeline bending” of hiring agents.

Female-Led Firms and Gender Wage Policies

Using a longitudinal dataset covering the period 1987–2000, the authors explore the impact of female employers and gender segregation on wages in Portugal. In the context of Becker's (1957) taste for

The Gender Wage Gap: Extent, Trends, and Explanations

Using PSID microdata over the 1980-2010, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably over this period. By 2010, conventional

Dynamics of the Gender Gap for Young Professionals in the Financial and Corporate Sectors

The careers of MBAs from a top US business school are studied to understand how career dynamics differ by gender. Although male and female MBAs have nearly identical earnings at the outset of their

Discrimination in Hiring: Evidence from Retail Sales

Using data on 36,949 newly-hired commission-based salespeople at a major U.S. retailer, we nd that white, black and Hispanic managers within the same store are more likely to hire workers of their

Racial Bias in the Manager-Employee Relationship: An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm

Using data from a large U.S. retail firm, we examine how racial matches between managers and their employees affect rates of employee quits, dismissals, and promotions. We exploit changes in

Gender Gaps in Performance: Evidence from Young Lawyers

This paper documents the gender gap in performance among high-skilled professionals in the United States. On the basis of widely used performance measures in law firms, we find that male lawyers bill

The Gender Earnings Gap in the Gig Economy: Evidence from Over a Million Rideshare Drivers

The growth of the “gig” economy generates worker flexibility that, some have speculated, will favour women. We explore this by examining labour supply choices and earnings among more than a million
...