Call for Papers – Workshop on Employment Dynamics and Wage Structures in the 21st Century: Bridging Microdata and Policy
📌 Panmure House, Edinburgh
🧷Keynote speakers: John Haltiwanger (University of Maryland) and Isaac Sorkin (Stanford University)
Our afternoon session begins with @salvatorelattanzio.bsky.social presenting “One Cohort at a Time: A New Perspective on the Declining Gender Pay Gap”. #EconomicsOfAging
Oltre le luci, anche le ombre: su @valigiablu.it ho scritto del mercato del lavoro italiano e del perché, per risolvere i problemi strutturali, tagliare il cuneo fiscale non è abbastanza. Serve una strategia per la produttività. La sinistra può offrire questa alternativa?
End of thread. Paper is available here:
www.cesifo.org/DocDL/cesifo...
Comments welcome!
N/N
Finally, PL take-up among fathers is associated with better labor market outcomes among their female partners: they work and earn more.🟢
Male partners are instead almost unaffected by PL take-up of mothers.🟡
10/N
When exploring mechanisms, we find that PL take-up is associated with *no career costs* for peer fathers, which may push their coworkers to follow their example and take PL themselves
9/N
Lots of heterogeneity: effects are stronger in larger establishments, those with past PL use and those with higher levels of social capital.
8/N
Peer effects are present among mothers, too. 👩💻
However own-gender effects are stronger than cross-gender ones, indicating that peers more than the general firm environment influence our results.
7/N
We find that 1-year after the share of coworker fathers taking PL increases by 2.4% in response to a 10% increase in the share of peer fathers taking PL because of the reform. Effect persists up to 4 years.⬆️
6/N
For these establishments we measure PL take-up among “coworker” fathers - who were colleagues of peer fathers at the time of the reform but become first-time fathers *after* it ➡️avoid “reflection problem”🪞
5/N
We then focus on fathers in establishments. 👨💻
We measure their exposure to the reform by the ex-ante share of eligible “peer” fathers (i.e. share of 3-5 y.o. fathers over total fathers employed in establishment)
4/N
📈First stage result - The policy increased individual take-up of both fathers and mothers of 3-5 y.o. children relative to the pre-reform period and to parents of 0-2 y.o. children
3/N
How do we do that?
We exploit a reform in 🇮🇹 that increased parental leave (PL) generosity for parents of 3-5 year old children.👨🍼👩🍼
Before reform: no replacement rate 😢
After reform: 30% replacement rate 💰
2/N
Do coworkers taking parental leave influence your own decision to take it?
In a @cesifo.org new working paper with A. Casarico, @edoardodiporto.bsky.social & J. Kopinska, we find: yes, they do.
Thread below 🧵👇
#econsky
1/N
📢 The call for papers for the 2025 Banca d’Italia Gender Economics Workshop is now open!
📅 12 December | 📍 Banca d’Italia HQ, Rome
📝 Submit your paper by 13 July
www.bancaditalia.it/media/notizi...
#GenderEconomics #EconSky
“Exploring Gender Inequality: Firm Contribution and Policy Effects”
w/ A. Casarico
is now out at LSE PPR
The paper reviews the literature on firms’ contribution to the gender pay gap & on firm and coworker responses to family policies
ppr.lse.ac.uk/articles/117...
#EconSky
We have a new update on our paper
"One Cohort at a Time: A New Perspective on the Declining Gender Pay Gap"
w/ @jarellanobover.com, N. Bianchi and M. Paradisi
Short thread🧵👇
[1/5]
Always forget to tag #EconSky!
This and many other additional analyses can be found in the draft: papers.ssrn.com/sol3/papers....
Comments welcome!
[5/5]
The major update in the paper is showing with microdata for 🇮🇹 that firms with more workforce aging are those that witness the largest reductions in the gender pay gap, stemming from deteriorated opportunities for younger men, at least until the mid-1990s, when convergence stopped.
[4/5]
We rationalize this in a model in which workforce ageing generates negative career spillovers on younger workers.
▶️Top ranks in firms are increasingly more occupied by older workers.
▶️Younger men have more to lose as they were more represented in top jobs than younger women at baseline
[3/5]
In the paper we show that cohort dynamics are crucial to explain gender pay convergence in the labor mkt.
Convergence happened as
1️⃣ newer worker cohorts w/ lower-than-avg pay gaps replaced older ones w/ higher-than-avg gaps
2️⃣ younger men fared progressively worse at lab mkt entry
[2/5]
We have a new update on our paper
"One Cohort at a Time: A New Perspective on the Declining Gender Pay Gap"
w/ @jarellanobover.com, N. Bianchi and M. Paradisi
Short thread🧵👇
[1/5]
Culture over-consumption (British Museum)
L’attivismo social può minare la credibilità degli scienziati?
Spesso gli accademici usano i social media anche per partecipare senza intermediazioni al dibattito pubblico, manifestando opinioni politiche.
Con quali conseguenze? Che impressione ne trae il pubblico?
#EconSky
Thread 🧵👇
1/12
Second day of the 22nd Brucchi-Luchino Labor #Economics Workshop at @fbk-irvapp.bsky.social in Trento #EconSky
Sorry I didn't get to JOLTS earlier.
Job openings / unemployed was 1.1 in Oct. That's:
--A bit looser than pre-COVID
--Much looser than 2022
--Stable since summer
Best guess is this continues to put gentle downward pressure on inflation but some no landing risk.
We're happy to welcome Lorenzo Incoronato to the Inequalities in Rome seminar. He will present "Place-Based Industrial Policies and Local Agglomeration in the Long Run".
🗓️Wed 4 Dec. In-person & online | Light lunch to follow.
INFO: sites.google.com/view/inequal...
📢 In a newly published paper, Elliott Ash, Sergio Galletta (@sergallett.bsky.social), Matteo Pinna, and Christopher Warshaw explore the impact of Fox News Channel (FNC) on public opinion and American elections from 2000 to 2020. #EconSky @jpube.bsky.social
1/4
www.sciencedirect.com/science/arti...
1/ 📢 How do family-owned firms (FFs) affect wages? My research with M.Pagano, V. Pezone, R. Saggio and F. Schivardi on 900k Italian firms & 20M workers finds FFs pay 10% lower wages on average—even after accounting for productivity & worker skills. Here’s why. 🧵
