Numerous empirical studies find a substantial extent of discrimination in hiring decisions. Anonymous job applications have gained attention and popularity to identify and combat this form of discrimination. To test whether their intended effects result in practice, in several European countries...

We aim to investigate if men receive preferential treatment in promotions using the Italian system for the access to associate and full professor positions that is organized in two stages: first, candidates participate in a national wide competition to obtain the National Scientific...

We analyze equally competitive spouses competing for promotion in their respective workplaces and show that an asymmetric equilibrium featuring household specialization can arise. Examples where the asymmetric equilibrium is welfare-superior to the symmetric equilibrium are highlighted. By...

Whose preferences drive labor market sorting? We present a simple model of hiring that illustrates the role of intermediaries, worker preferences and employer preferences. These factors are unaccounted for in traditional resume audit studies, leading to ambiguity about interpretation. We...

This paper analyzes the determinants of the presence and the number of female and foreign directors among Japanese companies. First, listed and long-established companies, subsidiaries, and unionized companies tend not to have female directors. On the other hand, owner-managed companies are...

Despite decades of progress relative to men in work and schooling, women remain severely under-represented among top corporate and political leaders. This chapter discusses the current status and recent progress of women in leadership positions, with a focus on the realm of corporate leadership....

Using a 40-year panel of all public school teachers and principals in New York State, we explore how female principals affect rates of teacher turnover—an important determinant of school quality. We find that male teachers are about 12% more likely to leave their schools when they work under...

Research shows that African-American women represent a small number of C-Suite positions in US Fortune 500 and Fortune 1000 corporations. It appears that cracks are beginning to form in the glass ceiling. However, for African-American women, a barrier called the “Black Ceiling,” remains in...