Nina Roussille's guest appearances

Nina Roussille

Economics Detective Radio

Liberty.me Studio

InequaliTalks

Mark Blyth

Simon Bowmaker

Thomas Hazlett

Lawrence Reed

Bob Murphy

Leah Boustan

Bryan Caplan

Sarah Skwire

Phil Magness

Scott Beyer

Zach Weinersmith

Gilles Duranton

Diego Puga

Michael Heller

Robert Wright

OwlTail

Over the past few decades, the raw gender pay gap in the U.S. has decreased significantly. Nonetheless, the residual pay gap, or the chunk of the pay gap that cannot be explained by gender differences, remains the same. Meanwhile, there is extensive research showing that women continue to have lower salary expectations than men - a fact that raises questions about the relationship between women’s salary expectations and the residual pay gap. In this episode, Nina Roussille talks to us about the ask gap, a concept that measures the extent to which women ask for lower salaries in comparison to men. Using data from an online recruitment platform in the U.S., she explains how the ask gap can be used to explain wage inequality.

Over the past few decades, the raw gender pay gap in the U.S. has decreased significantly. Nonetheless, the residual pay gap, or the chunk of the pay gap that cannot be explained by gender differences, remains the same. Meanwhile, there is extensive research showing that women continue to have lower salary expectations than men - a fact that raises questions about the relationship between women’s salary expectations and the residual pay gap. In this episode, Nina Roussille talks to us about the ask gap, a concept that measures the extent to which women ask for lower salaries in comparison to men. Using data from an online recruitment platform in the U.S., she explains how the ask gap can be used to explain wage inequality.

Episode 30: The Gender Ask Gap -- with Nina Roussille 

The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This paper studies the role of the ask gap in generating wage inequality using novel data from Hired.com, a leading online recruitment platform for full time engineering jobs in the United States. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering a bid salary they are willing to pay the candidate. If the candidate is hired, final salary is recorded. After adjusting for resume characteristics, the ask gap is 3.3%, the bid gap is 2.4% and the gap in final offers is 1.8%. Remarkably, further controlling for the ask salary explains all of the gender gaps in bid and final salary on the platform. To estimate the market-level effects of an increase in women’s ask salary, I exploit a sudden change in how candidates were prompted to provide their ask salary. For a subset of candidates, in mid-2018, the answer box used to solicit the ask salary went from an empty field to a pre-filled entry with the median salary on the platform for a similar candidate. Comparing candidates creating a profile before and after the feature change, I find that this change drove the ask gap and the bid gap to zero. In addition, women received the same number of bids before and after the change, suggesting they face little penalty for demanding wages comparable to men.Related links:During the conversation, Nina mentions Sheryl Sandberg's Lean In: Women, Work, and the Will to Lead. Among other things, encourages women to negotiate higher salaries, a strategy Nina's research would support.

The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This paper studies the role of the ask gap in generating wage inequality using novel data from <a href="http://Hired.com" rel="nofollow" target="_blank">Hired.com</a>, a leading online recruitment platform for full time engineering jobs in the United States. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering a bid salary they are willing to pay the candidate. If the candidate is hired, final salary is recorded. After adjusting for resume characteristics, the ask gap is 3.3%, the bid gap is 2.4% and the gap in final offers is 1.8%. Remarkably, further controlling for the ask salary explains all of the gender gaps in bid and final salary on the platform. To estimate the market-level effects of an increase in women’s ask salary, I exploit a sudden change in how candidates were prompted to provide their ask salary. For a subset of candidates, in mid-2018, the answer box used to solicit the ask salary went from an empty field to a pre-filled entry with the median salary on the platform for a similar candidate. Comparing candidates creating a profile before and after the feature change, I find that this change drove the ask gap and the bid gap to zero. In addition, women received the same number of bids before and after the change, suggesting they face little penalty for demanding wages comparable to men. Related links: During the conversation, Nina mentions Sheryl Sandberg's Lean In: Women, Work, and the Will to Lead. Among other things, encourages women to negotiate higher salaries, a strategy Nina's research would support.

Economics Detective Radio - The Gender Salary Ask Gap with Nina Roussille

Today's guest is Nina Roussille of UC Berkeley and we discuss her working paper, The central role of the ask gap in gender pay inequality. The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This paper studies the role of the ask gap in generating wage inequality using novel data from Hired.com, a leading online recruitment platform for full time engineering jobs in the United States. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering a bid salary they are willing to pay the candidate. If the candidate is hired, final salary is recorded. After adjusting for resume characteristics, the ask gap is 3.3%, the bid gap is 2.4% and the gap in final offers is 1.8%. Remarkably, further controlling for the ask salary explains all of the gender gaps in bid and final salary on the platform. To estimate the market-level effects of an increase in women’s ask salary, I exploit a sudden change in how candidates were prompted to provide their ask salary. For a subset of candidates, in mid-2018, the answer box used to solicit the ask salary went from an empty field to a pre-filled entry with the median salary on the platform for a similar candidate. Comparing candidates creating a profile before and after the feature change, I find that this change drove the ask gap and the bid gap to zero. In addition, women received the same number of bids before and after the change, suggesting they face little penalty for demanding wages comparable to men.  Related links: During the conversation, Nina mentions Sheryl Sandberg's Lean In: Women, Work, and the Will to Lead. Among other things, encourages women to negotiate higher salaries, a strategy Nina's research would support.

Today's guest is <a href="https://ninaroussille.github.io/" rel="noopener nofollow" target="_blank">Nina Roussille</a> of UC Berkeley and we discuss her working paper, <a href="https://ninaroussille.github.io/files/Roussille_askgap.pdf" rel="nofollow" target="_blank">The central role of the ask gap in gender pay inequality</a>. The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This paper studies the role of the ask gap in generating wage inequality using novel data from <a href="http://Hired.com" rel="nofollow" target="_blank">Hired.com</a>, a leading online recruitment platform for full time engineering jobs in the United States. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering a bid salary they are willing to pay the candidate. If the candidate is hired, final salary is recorded. After adjusting for resume characteristics, the ask gap is 3.3%, the bid gap is 2.4% and the gap in final offers is 1.8%. Remarkably, further controlling for the ask salary explains all of the gender gaps in bid and final salary on the platform. To estimate the market-level effects of an increase in women’s ask salary, I exploit a sudden change in how candidates were prompted to provide their ask salary. For a subset of candidates, in mid-2018, the answer box used to solicit the ask salary went from an empty field to a pre-filled entry with the median salary on the platform for a similar candidate. Comparing candidates creating a profile before and after the feature change, I find that this change drove the ask gap and the bid gap to zero. In addition, women received the same number of bids before and after the change, suggesting they face little penalty for demanding wages comparable to men. Related links: During the conversation, Nina mentions Sheryl Sandberg's <a href="https://amzn.to/3cqIZde" rel="nofollow" target="_blank">Lean In: Women, Work, and the Will to Lead</a>. Among other things, encourages women to negotiate higher salaries, a strategy Nina's research would support.

The Gender Salary Ask Gap with Nina Roussille