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Preferences for gender diversity in high-profile jobs

Author

Listed:
  • Högn, Celina
  • Mayer, Lea
  • Rincke, Johannes
  • Winkler, Erwin

Abstract

This paper examines preferences for gender diversity among co-workers. Using stated-choice experiments with more than 9,200 professors, Ph.D. students, and university students in Germany, we uncover a substantial willingness to pay (WTP) for gender diversity of up to 5% of earnings on average. Importantly, we find that women have a much higher WTP for gender diversity than men. While the WTP differs by career ambition and related characteristics like competitiveness and family preferences, we find that gender differences in these dimensions cannot explain the gender gap in the WTP for diversity. Our findings provide an explanation for differential sorting of men and women into high-profile jobs based on the share of female co-workers.

Suggested Citation

  • Högn, Celina & Mayer, Lea & Rincke, Johannes & Winkler, Erwin, 2026. "Preferences for gender diversity in high-profile jobs," Labour Economics, Elsevier, vol. 99(C).
    • Handle: RePEc:eee:labeco:v:99:y:2026:i:c:s0927537126000084
    DOI: 10.1016/j.labeco.2026.102857
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    Keywords

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    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods

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