Home > Research > Publications & Outputs > The role of employer learning and regulatory in...

Research

Links

Text available via DOI:

Keywords

View graph of relations

The role of employer learning and regulatory interventions in mitigating executive gender pay gap

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Published

Standard

The role of employer learning and regulatory interventions in mitigating executive gender pay gap. / Homroy, Swarnodeep; Mukherjee, Shibashish.
In: Journal of Corporate Finance, Vol. 71, 101857, 31.12.2021.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Homroy, S & Mukherjee, S 2021, 'The role of employer learning and regulatory interventions in mitigating executive gender pay gap', Journal of Corporate Finance, vol. 71, 101857. https://doi.org/10.1016/j.jcorpfin.2020.101857

APA

Homroy, S., & Mukherjee, S. (2021). The role of employer learning and regulatory interventions in mitigating executive gender pay gap. Journal of Corporate Finance, 71, Article 101857. https://doi.org/10.1016/j.jcorpfin.2020.101857

Vancouver

Homroy S, Mukherjee S. The role of employer learning and regulatory interventions in mitigating executive gender pay gap. Journal of Corporate Finance. 2021 Dec 31;71:101857. Epub 2021 Jan 13. doi: 10.1016/j.jcorpfin.2020.101857

Author

Homroy, Swarnodeep ; Mukherjee, Shibashish. / The role of employer learning and regulatory interventions in mitigating executive gender pay gap. In: Journal of Corporate Finance. 2021 ; Vol. 71.

Bibtex

@article{a720100465b64ba3b277df4088dfc799,
title = "The role of employer learning and regulatory interventions in mitigating executive gender pay gap",
abstract = "This paper examines the role of information and regulatory interventions in mitigating the executive gender pay gap. We find female executives receive about 34% less compared to equivalent males from the same cohort, which falls by half over tenure within the company, but remains systematically significant throughout. The gender pay gap is the highest for young female executives and in the financial sector. Both demand-side (board gender quotas) and supply-side (family policies) regulatory interventions are associated with a lower gender gap in executive pay. Board gender quotas are associated with lower gender pay gap for experienced female executives in the highest age bracket. In contrast, supply-side interventions are associated with lower gender pay gap for the youngest female executives. Our results have important implications for the relative effectiveness of public policies that aim to reduce gender imbalance in corporate leadership and pay.",
keywords = "Board gender quota, Cohort analysis, Gender pay gap, Institutional factors, Parental leave provisions",
author = "Swarnodeep Homroy and Shibashish Mukherjee",
year = "2021",
month = dec,
day = "31",
doi = "10.1016/j.jcorpfin.2020.101857",
language = "English",
volume = "71",
journal = "Journal of Corporate Finance",
issn = "0929-1199",
publisher = "Elsevier",

}

RIS

TY - JOUR

T1 - The role of employer learning and regulatory interventions in mitigating executive gender pay gap

AU - Homroy, Swarnodeep

AU - Mukherjee, Shibashish

PY - 2021/12/31

Y1 - 2021/12/31

N2 - This paper examines the role of information and regulatory interventions in mitigating the executive gender pay gap. We find female executives receive about 34% less compared to equivalent males from the same cohort, which falls by half over tenure within the company, but remains systematically significant throughout. The gender pay gap is the highest for young female executives and in the financial sector. Both demand-side (board gender quotas) and supply-side (family policies) regulatory interventions are associated with a lower gender gap in executive pay. Board gender quotas are associated with lower gender pay gap for experienced female executives in the highest age bracket. In contrast, supply-side interventions are associated with lower gender pay gap for the youngest female executives. Our results have important implications for the relative effectiveness of public policies that aim to reduce gender imbalance in corporate leadership and pay.

AB - This paper examines the role of information and regulatory interventions in mitigating the executive gender pay gap. We find female executives receive about 34% less compared to equivalent males from the same cohort, which falls by half over tenure within the company, but remains systematically significant throughout. The gender pay gap is the highest for young female executives and in the financial sector. Both demand-side (board gender quotas) and supply-side (family policies) regulatory interventions are associated with a lower gender gap in executive pay. Board gender quotas are associated with lower gender pay gap for experienced female executives in the highest age bracket. In contrast, supply-side interventions are associated with lower gender pay gap for the youngest female executives. Our results have important implications for the relative effectiveness of public policies that aim to reduce gender imbalance in corporate leadership and pay.

KW - Board gender quota

KW - Cohort analysis

KW - Gender pay gap

KW - Institutional factors

KW - Parental leave provisions

U2 - 10.1016/j.jcorpfin.2020.101857

DO - 10.1016/j.jcorpfin.2020.101857

M3 - Journal article

AN - SCOPUS:85099369562

VL - 71

JO - Journal of Corporate Finance

JF - Journal of Corporate Finance

SN - 0929-1199

M1 - 101857

ER -