Do female supervisors promote greater wage equality between men and women? Although female supervisors might want to promote greater equality, might they also lack power, not only to implement this policy, but also to improve the wages of both male and female subordinates? Based on the SalSa and COI surveys, we show that female supervisors do seem to reduce the wage gap between men and women. However, the subordinates of female supervisors also receive lower wages. This phenomenon could be related to selection bias : women become supervisors more easily in sectors, jobs, and departments that are less valued and where wages are lower. Even when adding controls for measurable selection effects, employees with a female supervisor earn 2.5 % to 4 % less than those with a male supervisor. Although the phenomenon still needs additional confirmation, the wage gap between women and men does seem wider when employees are men (-5 % to -10 %) than when they are women (0 % to -3 %). When the supervisor is a woman, the gender gap significantly reduces: from 30 % to 85 %. Interpreting this phenomenon is still in its infancy. We put forward four lines of interpretation: the unobserved differences between male and female managerial positions; the effect of individual characteristics correlated with the supervisor's gender; differences between male and female dispositions to negotiation and competition; and, finally, discriminatory corporate behavior towards female demands.
