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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.

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.

Emilio J. Castilla, Stephan Benard (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.

Hannah Riley Bowles, Linda Babcock, 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.

Corinne A Moss-Racusin, John F. Dovidio, Victoria L Brescoll, Mark J Graham, Jo Handelsman (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, Eric Luis Uhlmann, Corinne A Moss-Racusin, Lonnie Sarnell (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)

Normative Discrimination and the Motherhood Penalty

Highly successful mothers tend to be discriminated against in hiring and promoting decisions because they are viewed as less warm, less likeable and more interpersonally hostile.

Stephan Benard, Shelley Correll (2010)

Topic Overview

Compensation

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.

Hannah Riley Bowles, Linda Babcock, 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.

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

Normative Discrimination and the Motherhood Penalty

Highly successful mothers tend to be discriminated against in hiring and promoting decisions because they are viewed as less warm, less likeable and more interpersonally hostile.

Stephan Benard, Shelley Correll (2010)

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.

Emilio J. Castilla, Stephan Benard (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, Eric Luis Uhlmann, Corinne A Moss-Racusin, Lonnie Sarnell (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)

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