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Compensation

Topic Overview

Compensation

In every country in the world, a significant gender wage gap exists and persists. What can policymakers and organizations do to ensure women get fairly compensated for their work? Discover groundbreaking research that lends insight into what causes – and closes – the global gender wage gap.

Do women want to work more or more regularly? Evidence from a natural experiment

In France, a four-day school week schedule affected mothers’ professional advancement and contributed to the gender wage gap.

Emma Duchini, Clémentine Van Effenterre (2018)

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)

Constraints and Triggers: Situational Mechanics of Gender in Negotiation

Gender gaps are more likely to emerge in negotiations when there is a lack of clarity about compensation or price standards.

Hannah Riley Bowles, Linda Babcock, Kathleen McGinn (2005)

The Paradox of Meritocracy in Organizations

Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.

Stephan Benard, Emilio J. Castilla (2010)

Social Incentives for Gender Differences in the Propensity to Initiate Negotiations: Sometimes It Does Hurt to Ask

Women who initiate negotiations in the workplace are more likely to be penalized than their male counterparts.

Linda Babcock, Hannah Riley Bowles, Lei Lai (2007)

Getting a Job: Is There a Motherhood Penalty?

Mothers face penalties in hiring, starting salaries, and perceived competence while fathers can benefit from being a parent.

Shelley Correll, Stephan Benard, In Paik (2007)

Performance-Support Bias And The Gender Pay Gap Among Stockbrokers

In stock brokerages, women are assigned smaller accounts, which leads to a gender wage gap in performance-based pay.

Janice Fanning Madden (2012)

How Can Women Escape the Compensation Negotiation Dilemma? Relational Accounts Are One Answer

Women can achieve better outcomes in salary negotiations without experiencing social backlash by providing a legitimate rationale for their ask, while communicating their concern for maintaining good organizational relationships.

Hannah Riley Bowles, Linda Babcock (2013)

Science Faculty’s Subtle Gender Biases Favor Male Students

Science professors of both genders exhibited an unconscious bias against female students, perceiving them to be less competent than male students.

Victoria L Brescoll, John F. Dovidio, Mark J Graham, Jo Handelsman, Corinne A Moss-Racusin (2012)

Masculinity, Status, and Subordination: Why Working for a Gender Stereotype Violator Causes Men to Lose Status

Men working for female supervisors in male-dominated fields receive lower salaries and lose social status due to their lower perceived masculinity.

Victoria L Brescoll, Corinne A Moss-Racusin, Lonnie Sarnell, Eric Luis Uhlmann (2012)

Topic Overview

Compensation

A Gender Bias in the Attribution of Creativity: Archival and Experimental Evidence for the Perceived Association Between Masculinity and Creative Thinking

Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Devon Proudfoot, Aaron C. Kay, Christy Z. Koval (2015)

The Paradox of Meritocracy in Organizations

Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.

Stephan Benard, Emilio J. Castilla (2010)

Getting a Job: Is There a Motherhood Penalty?

Mothers face penalties in hiring, starting salaries, and perceived competence while fathers can benefit from being a parent.

Shelley Correll, Stephan Benard, In Paik (2007)

How Can Women Escape the Compensation Negotiation Dilemma? Relational Accounts Are One Answer

Hannah Riley Bowles, Linda Babcock (2013)

Masculinity, Status, and Subordination: Why Working for a Gender Stereotype Violator Causes Men to Lose Status

Men working for female supervisors in male-dominated fields receive lower salaries and lose social status due to their lower perceived masculinity.

Victoria L Brescoll, Corinne A Moss-Racusin, Lonnie Sarnell, Eric Luis Uhlmann (2012)

Do women want to work more or more regularly? Evidence from a natural experiment

In France, a four-day school week schedule affected mothers’ professional advancement and contributed to the gender wage gap.

Emma Duchini, Clémentine Van Effenterre (2018)

Constraints and Triggers: Situational Mechanics of Gender in Negotiation

Gender gaps are more likely to emerge in negotiations when there is a lack of clarity about compensation or price standards.

Hannah Riley Bowles, Linda Babcock, Kathleen McGinn (2005)

Social Incentives for Gender Differences in the Propensity to Initiate Negotiations: Sometimes It Does Hurt to Ask

Women who initiate negotiations in the workplace are more likely to be penalized than their male counterparts.

Linda Babcock, Hannah Riley Bowles, Lei Lai (2007)

Performance-Support Bias And The Gender Pay Gap Among Stockbrokers

In stock brokerages, women are assigned smaller accounts, which leads to a gender wage gap in performance-based pay.

Janice Fanning Madden (2012)

Science Faculty’s Subtle Gender Biases Favor Male Students

Science professors of both genders exhibited an unconscious bias against female students, perceiving them to be less competent than male students.

Victoria L Brescoll, John F. Dovidio, Mark J Graham, Jo Handelsman, Corinne A Moss-Racusin (2012)