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Diversity and the Workplace

Paper Session

Friday, Jan. 3, 2025 10:15 AM - 12:15 PM (PST)

Parc 55, Mission 2 & 3
Hosted By: Labor and Employment Relations Association
  • Chair: Christian Weller, University of Massachusetts-Boston

Gender Bias in Evaluation and Promotion

Hideo Owan
,
Waseda University
Yukiko Asai
,
University of Chicago

Abstract

Women continue to lag behind pay and promotions compared with their male counterparts, contributing to the gender wage gap. We investigate whether these gender gaps can, to some extent, be explained by gender differences in self-promotion and supervisors' evaluations. We examine the employment records from a large business solutions firm in Japan. These records contain objective measures of ability (university rank and English proficiency test scores) and a subjective measure of productivity (tasks completed) that are linked to the subjective skills evaluations that supervisors use to assign roles and tasks. The skills evaluations consist of two parts: a self-rating component and a rating by a supervisor. We begin by documenting a large gender gap in self-evaluations as well as supervisor evaluations. Conditional on observable human capital measures, women tend to evaluate themselves lower than their male peers. Supervisors use these self-evaluations as inputs, and as a result are more likely to provide women lower evaluations than men. The gender gap is particularly pronounced in the evaluation of skills traditionally associated with masculinity, which are more highly valued in departments with a higher concentration of male employees. Additionally, we find that women face penalties in supervisor evaluations if they are married, have a preschool-aged child, or do not work long hours.

Do Teams Perform Differently Under Black and Hispanic Leaders? Evidence from the Chicago Police Department

Taeho Kim
,
University of Toronto
Matt Gudgeon
,
Tufts University
Andrew Jordan
,
Washington University-St. Louis

Abstract

In an effort to improve policing and enhance public trust in minority communities, police departments have sought to increase racial diversity among their leadership. Yet, evidence on whether this makes a difference is lacking. In this paper, we ask whether team-level outcomes such as total arrests differ when minority police supervisors are on duty. We do so in the context of the Chicago Police Department (CPD), where we exploit the annual, pre-determined, rotational nature of CPD's operations calendar to compare team-level outcomes (within the same unit and watch) on days when Black and Hispanic police lieutenants (LTs) are predicted to be on duty as compared to days when they have a day off (and another LT is working). Underlying crime conditions are balanced across these two sets of days. We find that fewer arrests take place on days when Black or Hispanic LTs are predicted to be on duty. The reductions in arrests are concentrated in arrests related to low-level crimes, such as disorderly conduct arrests, which decline by 17% of the mean. However, we see no change in arrest quality, as proxied for by court records, and cannot rule out potentially meaningful declines in arrests for more severe offenses. Differences in subordinate officer composition do not explain our results. Instead, reductions in arrests appear to be driven by watch operations LTs, who are stationed in the district headquarters and in charge of approving arrests. Together, these results suggest that supervisors can influence the policing practices of their subordinates, and open up avenues for interventions involving supervisors.

Unveiling the Shield: Female Leadership Mitigating Workplace Sexism's Effect on Performance

Lin Xiu
,
University of Minnesota-Duluth
Yufei Ren
,
University of Minnesota-Duluth
Feng Lv
,
Nankai University
Thomas Lange
,
Abu Dhabi University

Abstract

This study examines the impact of coworker sexism on individual citizenship behaviors and work unit performance outcomes with a focus on how the presence of female managers moderates this relationship. The study collects and analyzes data from 2,166 employees and 141 store managers in an international fast-food chain, while also incorporating archival data from the organization to enhance the analysis. Our analysis employs a multi-level approach, considering individual-level variables such as an individual's gender and sexist views, as well as store-level variables such as leader gender, the co-worker sexist views, and work unit performance outcomes. We also examined the gender ratio within the store, recognizing the potential disproportionate impact of these beliefs on both men and women. The results confirm the relationship between coworker sexism and employee citizenship behavior and performance outcomes. The findings reveal that work units with members who hold such views are less likely to achieve performance goals, and individuals who work with peers with sexist views are less likely to engage in citizenship behaviors, especially in units led by male managers. These results offer insights into the impact of sexism in the workplace, identify potential research areas, and provide practical recommendations for policy and practice.

Examining Wage Gaps and Employment: Gender and Race Perspectives

Wenchen Wang
,
Illinois Institute of Technology
Ting Zhang
,
University of Baltimore

Abstract

Despite some progress, racial and gender pay gaps still exist in the U.S. According to three-year estimates from the Current Population Survey (CPS) of 2017-2019, African American workers in the U.S. earned only $0.76 for every $1.00 earned by White workers. Similarly, female workers earned only $0.76 for every $1.00 earned by male workers. Based on U.S. Census Bureau data from 2021, Hispanic women earned just 57 cents and Black women earned just 64 cents (or 63 cents including multiracial Black women) for every $1 earned by white, non-Hispanic men among full-time, year-round workers. This increase in the gender and racial wage gap coincides with a decline in female labor force participation. Despite consistently having some of the highest labor force participation rates, Black women face significant pay disparities. These disparities in pay and labor force participation have significant implications for workforce equity and inclusiveness, as well as overall economic growth and stability. In light of the slow employment growth, especially among women and African American workers, policymakers must address the care responsibility and gender/racial wage gap issues to enhance the state's overall social equity and inclusiveness. By accommodating prime age workers, female workers, African American workers, and workers with care responsibilities, these workers will be able to return to work with fewer barriers, greater incentives, and more focus on productivity. The study uses multiple nationally representative microsample longitudinal data sets collected by the U.S. Census Bureau of American Community Survey (ACS) and Current Population Survey (CPS). Descriptive statistics and inferential econometric models including aggregate fixed effect model and multilevel mixed effects logistic regression model are employed, controlling for individual differences in demographics, work experience, industry, occupation, and other socioeconomic background factors.
JEL Classifications
  • J7 - Labor Discrimination