开始:VCALENDAR版本:2.0 PRODID: / /学院Labor Economics//Zope//EN METHOD:PUBLISH CALSCALE:GREGORIAN BEGIN:VTIMEZONE TZID:Europe/Berlin BEGIN:DAYLIGHT TZOFFSETFROM:+0100 RRULE:FREQ=YEARLY;BYMONTH=3;BYDAY=-1SU DTSTART:19810329T020000 TZNAME:CEST TZOFFSETTO:+0200 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:+0200 RRULE:FREQ=YEARLY;BYMONTH=10;BYDAY=-1SU DTSTART:19961027T030000 TZNAME:CET TZOFFSETTO:+0100 END:STANDARD END:VTIMEZONE BEGIN:VEVENT UID:33811622498400@conference.iza.org LOCATION;CHARSET=UTF-8: DESCRIPTION:Does flexible pay increase the gender wage gap? To answer this question we analyze the wages of public school teachers in Wisconsin, where a 2011 reform allowed school districts to set teachers� pay more flexibly and engage in individual negotiations. Using quasi exogenous variation in the timing of the introduction of flexible pay, driven by the expiration of pre-existing collective-bargaining agreements, we show that flexible pay lowered the salaries of women compared with men with the same credentials. This gap is larger for younger teachers and smaller for teachers working under a female principal or superintendent. Survey evidence suggests that the gap is partly driven by women engaging less frequently in negotiations over pay, especially when the counterpart is a man. This gap is not driven by gender differences in job mobility, ability, or a higher demand for male teachers. We conclude that environmental factors are an important determinant of the gender wage gap in contexts where workers are required to negotiate and that institutions, such as unions, might help to narrow the gender wage gap. SEQUENCE:1 X-APPLE-TRAVEL-ADVISORY-BEHAVIOR:AUTOMATIC SUMMARY:IZA Seminar: Flexible Wages, Bargaining, and the Gender Gap by Heather Sarsons (University of Chicago Booth School of Business) DTSTART;TZID=Europe/Berlin:20210601T140000 DTEND;TZID=Europe/Berlin:20210601T151500 END:VEVENT END:VCALENDAR