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dc.contributor.authorMacis, Mario
dc.contributor.authorFlabbi, Luca
dc.contributor.authorMoro, Andrea
dc.contributor.authorSchivardi, Fabiano
dc.date.accessioned2020-11-12T19:47:51Z
dc.date.available2020-11-12T19:47:51Z
dc.date.issued2014-10-23
dc.identifier.other6471588
dc.identifier.urihttps://hdl.handle.net/1813/73172
dc.description.abstractWe analyze a matched employer-employee panel data set and find that female leadership has a positive effect on female wages at the top of the distribution, and a negative one at the bottom. Moreover, performance in firms with female leadership increases with the share of female workers. This evidence is consistent with a model where female executives are better equipped at interpreting signals of productivity from female workers. This suggests substantial costs of underrepresentation of women at the top: for example, if women became CEOs of firms with at least 20% female employment, sales per worker would increase 6.7%.
dc.language.isoen_US
dc.subjectexecutives’ gender
dc.subjectgender gap
dc.subjectfirm performance
dc.subjectglass ceiling
dc.subjectstatistical discrimination
dc.titleDo Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance
dc.typepreprint
dc.description.legacydownloadsICS_Do_Female_Executives_make_a_difference.pdf: 493 downloads, before Oct. 1, 2020.
local.authorAffiliationMacis, Mario: Johns Hopkins University
local.authorAffiliationFlabbi, Luca: Inter-American Development Bank and IZA
local.authorAffiliationMoro, Andrea: Università Ca’ Foscari di Venezia and Vanderbilt
local.authorAffiliationSchivardi, Fabiano: Bocconi University, IGIER, EIEF and CEPR


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