Døtre får fædre til at ansætte kvinder…

Det er konklusionen på et nyt interessant studie fra bl.a. Nina Smith. Her er abstract:

We study the role of managers’ gender attitudes in shaping gender inequality within the workplace. Using Danish registry data, we exploit the birth of a daughter as opposed to a son as a plausibly exogeneous shock to male managers’ gender attitudes and compare within-firm changes in women’s labor outcomes depending on the manager’s newborn gender. We find that women’s relative earnings and employment increase by 4.4% and 2.9% respectively following the birth of the manager’s first daughter. These effects are driven by an increase in managers’ propensity to replace male workers by hiring women with comparable education, hours worked, and earnings. In line with managers’ ability to substitute men with comparable women, we do not detect any significant effect on firm performance. Finally, we find evidence of rapid behavioral responses which intensify over time, suggesting that both salience and direct exposure to themes of gender equality contribute to our results.

Inden man konkluderer, at det må betyde, at der ER kønsdiskrimination og uligeløn, så bør man som minimum overveje to ting.

  1. Betyder resultaterne nødvendigvis, at mænd blev foretrukket frem for kvinder FØR chefen fik en datter, eller betyder det snare, at kvinder bliver foretrukket frem for kvinder EFTER?
  2. Hvad sker der med alle de fravalgte mænd? Får de dårligere jobs, eller får de bare et andet – lige så godt – job på et jobmarked præget af konkurrence?

Måske bruger den nybagte far ganske enkelt mulighederne i sin stilling til at opdrage sin datter og signalere til hende og omverdenen, at han skam tager ligestilling alvorligt (uanset om han gør det eller ej). Det vil fremtidig forskning måske kunne svare på.

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