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The confidence gap predicts the gender pay gap among STEM graduates

Author

Listed:
  • Adina D. Sterling

    (Stanford Graduate School of Education, Stanford University, Stanford, CA 94305)

  • Marissa E. Thompson

    (Stanford Graduate School of Education, Stanford University, Stanford, CA 94305)

  • Shiya Wang

    (Stanford Graduate School of Business, Stanford University, Stanford, CA 94305)

  • Abisola Kusimo

    (Department of Mechanical Engineering, Stanford University, Stanford, CA 94305)

  • Shannon Gilmartin

    (VMware Women's Leadership Innovation Lab, Stanford University, Stanford, CA 94305)

  • Sheri Sheppard

    (Department of Mechanical Engineering, Stanford University, Stanford, CA 94305)

Abstract

Women make less than men in some science, technology, engineering, and math (STEM) fields. While explanations for this gender pay gap vary, they have tended to focus on differences that arise for women and men after they have worked for a period of time. In this study we argue that the gender pay gap begins when women and men with earned degrees enter the workforce. Further, we contend the gender pay gap may arise due to cultural beliefs about the appropriateness of women and men for STEM professions that shape individuals’ self-beliefs in the form of self-efficacy. Using a three-wave NSF-funded longitudinal survey of 559 engineering and computer science students that graduated from over two dozen institutions in the United States between 2015 and 2017, we find women earn less than men, net of human capital factors like engineering degree and grade point average, and that the influence of gender on starting salaries is associated with self-efficacy. We find no support for a competing hypothesis that the importance placed on pay explains the pay gap; there is no gender difference in reported importance placed on pay. We also find no support for the idea that women earn less because they place more importance on workplace culture; women do value workplace culture more, but those who hold such values earn more rather than less. Overall, the results suggest that addressing cultural beliefs as manifested in self-beliefs—that is, the confidence gap—commands attention to reduce the gender pay gap.

Suggested Citation

  • Adina D. Sterling & Marissa E. Thompson & Shiya Wang & Abisola Kusimo & Shannon Gilmartin & Sheri Sheppard, 2020. "The confidence gap predicts the gender pay gap among STEM graduates," Proceedings of the National Academy of Sciences, Proceedings of the National Academy of Sciences, vol. 117(48), pages 30303-30308, December.
    • Handle: RePEc:nas:journl:v:117:y:2020:p:30303-30308
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    Citations

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    Cited by:

    1. Sarah W Davies & Hollie M Putnam & Tracy Ainsworth & Julia K Baum & Colleen B Bove & Sarah C Crosby & Isabelle M Côté & Anne Duplouy & Robinson W Fulweiler & Alyssa J Griffin & Torrance C Hanley & Tes, 2021. "Promoting inclusive metrics of success and impact to dismantle a discriminatory reward system in science," PLOS Biology, Public Library of Science, vol. 19(6), pages 1-15, June.
    2. Dasgupta, Dyotona & Saha, Anuradha, 2022. "Perceptions, biases, and inequality," Journal of Economic Behavior & Organization, Elsevier, vol. 202(C), pages 198-210.
    3. Homan, Patricia, 2024. "Health consequences of structural sexism: Conceptual foundations, empirical evidence and priorities for future research," Social Science & Medicine, Elsevier, vol. 351(S1).
    4. Lovász, Anna & Cukrowska-Torzewska, Ewa & Rigó, Mariann & Szabó-Morvai, Ágnes, 2022. "Gender differences in the effect of subjective feedback in an online game," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 98(C).
    5. Dasgupta, Dyotona & Saha, Anuradha, 2022. "Perceptions, biases, and inequality," Journal of Economic Behavior & Organization, Elsevier, vol. 202(C), pages 198-210.

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