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Does Gender Matter for Academic Promotion? Evidence from a Randomized Natural Experiment

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  • Zinovyeva, Natalia

    ()
    (CSIC Institute of Public Goods and Policies (IPP))

  • Bagues, Manuel F.

    ()
    (Aalto University)

Abstract

Several countries have recently introduced gender quotas in hiring and promotion committees at universities. This paper studies whether these policies increase the presence of women in top academic positions. The identification strategy exploits the random assignment mechanism in place between 2002 and 2006 in all academic disciplines in Spain to select the members of promotion committees. We find that a larger proportion of female evaluators increases the chances of success of female applicants to full professor positions. The magnitude of the effect is large: each additional woman on a committee composed of seven members increases the number of women promoted to full professor by 14%. Conversely, when committee members decide on promotions to associate professor positions, we do not observe any significant interaction between the gender of evaluators and the gender of candidates. If anything, in this case a larger share of female evaluators is associated with fewer successful female applicants. The evidence is consistent with the existence of ambivalent sexism.

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Bibliographic Info

Paper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 5537.

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Length: 45 pages
Date of creation: Feb 2011
Date of revision:
Handle: RePEc:iza:izadps:dp5537

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Keywords: academic promotion; gender discrimination; randomized natural experiment;

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  1. Manuel F. Bagues & Maria Jose Perez Villadoniga, 2008. "Why do I like people like me?," Business Economics Working Papers, Universidad Carlos III, Departamento de Economía de la Empresa wb080601, Universidad Carlos III, Departamento de Economía de la Empresa.
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  3. Booth, Alison L. & Leigh, Andrew, 2010. "Do Employers Discriminate by Gender? A Field Experiment in Female-Dominated Occupations," CEPR Discussion Papers 7638, C.E.P.R. Discussion Papers.
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  5. Broder, Ivy E, 1993. "Review of NSF Economics Proposals: Gender and Institutional Patterns," American Economic Review, American Economic Association, vol. 83(4), pages 964-70, September.
  6. Manuel F. Bagues & Berta Esteve-Volart, 2010. "Can Gender Parity Break the Glass Ceiling? Evidence from a Repeated Randomized Experiment," Review of Economic Studies, Oxford University Press, vol. 77(4), pages 1301-1328.
  7. Dennis J. Aigner & Glen G. Cain, 1977. "Statistical theories of discrimination in labor markets," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 30(2), pages 175-187, January.
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  17. Manuel Bagues & Maria Jose Perez-Villadoniga, 2009. "Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment," Business Economics Working Papers, Universidad Carlos III, Departamento de Economía de la Empresa wb090562, Universidad Carlos III, Departamento de Economía de la Empresa.
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Citations

Blog mentions

As found by EconAcademics.org, the blog aggregator for Economics research:
  1. Does gender matter for academic promotion?
    by Ariel Goldring in Free Market Mojo on 2010-06-06 09:56:40
  2. Cómo no seleccionar a los profesores en la universidad
    by Samuel Bentolila in Nada Es Gratis on 2011-07-05 06:00:25
Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
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Cited by:
  1. De Rus, Ginés, 2011. "The BCA of HSR Should the government invest in high speed rail infrastructure?," Working Papers 2011-12, FEDEA.
  2. Conde-Ruiz, J. Ignacio & Gonzalez, Clara I., 2012. "Spain 2011 Pension Reform," Working Papers 2012-03, FEDEA.
  3. Ginés DE RUS & M. Pilar SOCORRO, 2009. "Infrastructure investment and incentives with supranational funding," Departmental Working Papers 2009-18, Department of Economics, Management and Quantitative Methods at Università degli Studi di Milano.
  4. Jose Apesteguia & Ghazala Azmat & Nagore Iriberri, 2010. "The Impact of Gender Composition on Team Performance and Decision-Making: Evidence from the Field," Working Papers 485, Barcelona Graduate School of Economics.
  5. Van Geen, Alexandra Vivien & Bohnet, Iris & Bazerman, Max H., 2012. "When Performance Trumps Gender Bias: Joint Versus Separate Evaluation," Scholarly Articles 8506867, Harvard Kennedy School of Government.
  6. Baldwin, Kate & Bhavnani, Rikhil R., 2013. "Ancillary experiments: Opportunities and challenges," Working Paper Series UNU-WIDER Research Paper , World Institute for Development Economic Research (UNU-WIDER).
  7. Maria De Paola & Vincenzo Scoppa, 2011. "Gender Discrimination and Evaluators’ Gender: Evidence from the Italian Academy," Working Papers 201106, Università della Calabria, Dipartimento di Economia, Statistica e Finanza (Ex Dipartimento di Economia e Statistica).
  8. Daniele Checchi & Gianni De Fraja & Stefano Verzillo, 2014. "Publish or Perish: An Analysis of the Academic Job Market in Italy," Discussion Papers 14/04, University of Nottingham, School of Economics.
  9. Thomas Breda & Son Thierry Ly, 2012. "Do professors really perpetuate the gender gap in science? Evidence from a natural experiment in a French higher education institution," PSE Working Papers halshs-00677438, HAL.
  10. Checchi, Daniele & De Fraja, Gianni & Verzillo, Stefano, 2014. "Publish or Perish? Incentives and Careers in Italian Academia," IZA Discussion Papers 8345, Institute for the Study of Labor (IZA).
  11. Manuel Bagues & Mauro Sylos-Labini & Natalia Zinovyeva, 2014. "Do gender quotas pass the test ? Evidence from academic evaluations in Italy," LEM Papers Series 2014/14, Laboratory of Economics and Management (LEM), Sant'Anna School of Advanced Studies, Pisa, Italy.
  12. Natalia Zinovyeva & Manuel Bagues, 2012. "The Role of Connections in Academic Promotions," Business Economics Working Papers id-12-02, Universidad Carlos III, Instituto sobre Desarrollo Empresarial "Carmen Vidal Ballester".

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