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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.

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)

Relief Versus Regret: The Effect of Gender and Negotiating Norm Ambiguity on Reactions to Having One’s First Offer Accepted

Women experience more relief following the acceptance of their first offer in an employment negotiation than men.

Laura Kray, Michele Gelfand (2009)

Missing Women and the Price of Tea in China: The Effect of Sex-Specific Earnings on Sex Imbalance

Improved economic conditions for women in China increase girls’ survival and children’s educational attainment.

Nancy Qian (2008)

Can an Angry Woman Get Ahead?: Status Conferral, Gender, and Expression of Emotion in the Workplace

Professional women suffer negative consequences for displays of emotion in the workplace, while professional men are accorded benefits for similar behaviors.

Victoria L Brescoll, Eric Luis Uhlmann (2008)

Do Women Shy Away from Competition? Do Men Compete Too Much?

Against their best interest, low-ability men compete too often, and high-ability women do not compete enough.

Muriel Niederle, Lise Vesterlund (2007)

Topic Overview

Compensation

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)

Missing Women and the Price of Tea in China: The Effect of Sex-Specific Earnings on Sex Imbalance

Improved economic conditions for women in China increase girls’ survival and children’s educational attainment.

Nancy Qian (2008)

Do Women Shy Away from Competition? Do Men Compete Too Much?

Against their best interest, low-ability men compete too often, and high-ability women do not compete enough.

Muriel Niederle, Lise Vesterlund (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)

Relief Versus Regret: The Effect of Gender and Negotiating Norm Ambiguity on Reactions to Having One’s First Offer Accepted

Women experience more relief following the acceptance of their first offer in an employment negotiation than men.

Laura Kray, Michele Gelfand (2009)

Can an Angry Woman Get Ahead?: Status Conferral, Gender, and Expression of Emotion in the Workplace

Professional women suffer negative consequences for displays of emotion in the workplace, while professional men are accorded benefits for similar behaviors.

Victoria L Brescoll, Eric Luis Uhlmann (2008)