Conference Agenda

Overview and details of the sessions of this online conference.

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The last speaker of each session is the session chair. The discussant is always the following speaker, with the first speaker being the discussant of the last paper. Each paper has a 22-minutes-block in all sessions. There should be 15 minutes and no more than 18 minutes for the presenter. The discussion is then started by the discussant. Please note that the role of the discussant is different compared to previous years: The discussant has only 1-2 minutes and s/he is not allowed to give a lengthy summary of the paper together with comprehensive comments. Instead, her/his task is to raise one single question/comment and, in doing so, start the general discussion! All participants are asked to be strict in timing to allow people to change sessions during the general discussion. For a (rare) session with less papers in the session than the time slot allows, stick to the congress schedule and use 22 minutes per presentation to allow listeners to smoothly change between sessions.

Only registered participants can attend this online conference. Further information available on the congress website https://iipf2021.hi.is/ .

Please note that all times are shown in the time zone of the conference. The current conference time is: 27th Nov 2021, 03:25:27am GMT

 
 
Session Overview
Session
D02: Labor Market Inequality
Time:
Thursday, 19/Aug/2021:
10:45am - 12:15pm


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Presentations
10:45am - 11:07am

It's A Man's World: Culture Of Abuse, #MeToo And Worker Flows

Caroline Coly1,3, Cyprien Batut2, Sarah Schneider-Strawczynski1,4

1Paris School of Economics, France; 2Direction Générale du Trésor; 3Ecole des Hautes Etudes en Sciences Sociales; 4Paris 1 Panthéon Sorbonne University

Sexual harassment is a widespread issue in the workplace and can deter women from entering the labor market or lead them to quit toxic workplaces at their expense. This paper is one of the first papers to study the link between sexual harassment and worker flows. To do that, we use a representative survey of French employees and find that younger women working in low-paid jobs are the most exposed to sexual harassment from colleagues. We exploit that information and exhaustive administrative datasets to construct a measure of harassment risk available for all French establishments. Using a triple-difference strategy, we find that #Metoo led to an increase in the relative quit rate of women in more at risk establishments. Social movements can help raise awareness on toxic working conditions and push victims to escape those situations.

Coly-Its A Mans World-416.pdf


11:07am - 11:30am

(No) Effects Of Subsidizing The First Employee: Evidence Of A Low Take-up Puzzle Among Firms In Finland

Annika Nivala1,2,3

1Labour Institute for Economic Research, Finland; 2University of Turku; 3VATT Institute for Economic Research

This paper studies the effects of a large regional wage subsidy for hiring the first employee in Finland, using data on the universe of Finnish firms. By comparing firms in the eligible area to firms in the neighboring area, I find a precisely estimated zero effect on the probability of becoming an employer and other firm outcomes. As a reason for the zero effect, I document the low take-up of the subsidy by only 2% of the firms that became employers in the eligible area. The take-up is not completely explained by the low benefits of using the subsidy: The take-up increases to 12% at the most when focusing on firms with larger gains from the subsidy based on their ex post wage costs. Descriptive evidence suggests restricting the subsidy to full-time employment and a lack of awareness as potential reasons for the low take-up.

Nivala-(No) Effects Of Subsidizing The First Employee-256.pdf


11:30am - 11:52am

Does Pay Transparency Affect the Gender Wage Gap? Evidence from Austria

Sebastian Seitz1, Andreas Gulyas1, Sourav Sinha2

1Universität Mannheim; 2Yale University

We study the 2011 Austrian Pay Transparency Law, which requires firms above a size threshold to publish reports on the gender pay gap. Using an event-study design, we show that the policy had no discernible effects on male and female wages, and therefore no significant effects on the gender wage gap. The effects are precisely estimated and we can rule out that the policy narrowed the gender wage gap by more than half a percentage point. The policy led to an increase in the retention rate of workers, which points towards higher job satisfaction due to pay transparency.

Seitz-Does Pay Transparency Affect the Gender Wage Gap Evidence-168.pdf


11:52am - 12:15pm

What Are the Labor and Product Market Effects of Automation? New Evidence from France

Simon P Bunel1, Philippe Aghion2, Céline Antonin3, Xavier Jaravel4

1Banque de France & Paris School of Economics, France; 2Collège de France and London School of Economics, UK; 3Sciences Po - OFCE, France; 4London School of Economics, UK

We use comprehensive micro data in the French manufacturing sector between 1994 and 2015 to document the effects of automation technologies on employment, sales, prices, and the labor share. Causal effects are estimated with event studies and a shift-share IV design leveraging pre-determined supply linkages and productivity shocks across foreign suppliers of industrial equipment. At all levels of analysis — plant, firm, and industry — the estimated impact of automation on employment is positive. We also find that automation leads to higher sales and lower consumer prices. Consistent with the importance of business-stealing across countries, the industry-level employment response to automation appears to be stronger in industries that face international competition. In a globalized world, attempts to curb domestic automation in order to protect domestic employment may be self-defeating due to foreign competition.

Bunel-What Are the Labor and Product Market Effects of Automation New Evidence-546.pdf


 
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