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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.

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.

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

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.

Stephan Benard, Shelley Correll, 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.

Linda Babcock, Hannah Riley Bowles (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)

Gender, Competition, and Managerial Decisions

Male managers choose competitive compensation schemes significantly less often for female workers than male workers.

Curtis R Price (2012)

Subsidizing Vocational Training for Disadvantaged Youth in Colombia: Evidence from a Randomized Trial

Vocational training programs increase young women’s actual wages and opportunities for paid employment in the formal sector.

Orazio Attanasio, Adriana Kugler, Costas Meghir (2011)

Topic Overview

Compensation

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.

Stephan Benard, Shelley Correll, In Paik (2007)

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

Linda Babcock, Hannah Riley Bowles (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)

Subsidizing Vocational Training for Disadvantaged Youth in Colombia: Evidence from a Randomized Trial

Vocational training programs increase young women’s actual wages and opportunities for paid employment in the formal sector.

Orazio Attanasio, Adriana Kugler, Costas Meghir (2011)

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.

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

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)

Gender, Competition, and Managerial Decisions

Male managers choose competitive compensation schemes significantly less often for female workers than male workers.

Curtis R Price (2012)