Anna Stansbury
@annastansbury.bsky.social
Economist: Labo(u)r, Macro, Inequality || Ass't Prof @MITSloan @MIT_IWER || Nonres fellow @piie
Looking forward to presenting my Class Gap work at the RNIM Online Seminar on Zoom this Friday!
Anyone can register to attend here: sites.google.com/view/rnim-se...
Anyone can register to attend here: sites.google.com/view/rnim-se...
June 17, 2025 at 9:06 PM
Looking forward to presenting my Class Gap work at the RNIM Online Seminar on Zoom this Friday!
Anyone can register to attend here: sites.google.com/view/rnim-se...
Anyone can register to attend here: sites.google.com/view/rnim-se...
One fact that always surprises my students: It's not become more common for people to have multiple jobs in recent years
Counter to: "people need to work more jobs just to make ends meet" popular conception.
The % of people who work a full time job plus additional jobs has been stable for decades
Counter to: "people need to work more jobs just to make ends meet" popular conception.
The % of people who work a full time job plus additional jobs has been stable for decades
March 6, 2025 at 8:33 PM
One fact that always surprises my students: It's not become more common for people to have multiple jobs in recent years
Counter to: "people need to work more jobs just to make ends meet" popular conception.
The % of people who work a full time job plus additional jobs has been stable for decades
Counter to: "people need to work more jobs just to make ends meet" popular conception.
The % of people who work a full time job plus additional jobs has been stable for decades
Interestingly, this treatment effect is just about constant across th e whole firm productivity distribution! Doesn’t matter if the firm is low or high productivity, unionizing increases wages by about 9%
January 8, 2025 at 3:38 AM
Interestingly, this treatment effect is just about constant across th e whole firm productivity distribution! Doesn’t matter if the firm is low or high productivity, unionizing increases wages by about 9%
There’s a longstanding question: how much of the union wage premium is accounted for by selection (unions focus on more profitable firms to unionize) vs rent sharing (unions increase workers’ share of the profits)
Well, superb new work by Raffaele Saggio & co answers this…!
Well, superb new work by Raffaele Saggio & co answers this…!
January 8, 2025 at 3:38 AM
There’s a longstanding question: how much of the union wage premium is accounted for by selection (unions focus on more profitable firms to unionize) vs rent sharing (unions increase workers’ share of the profits)
Well, superb new work by Raffaele Saggio & co answers this…!
Well, superb new work by Raffaele Saggio & co answers this…!
What happens to companies who get more powerful institutional shareholders?
CEO pay falls by a cumulative 60% over 5 years
Top execs by 40%
Striking endorsement of the view that strong shareholders help solve the principal agent problem
Paper by Falato, Kim & von Wachter
CEO pay falls by a cumulative 60% over 5 years
Top execs by 40%
Striking endorsement of the view that strong shareholders help solve the principal agent problem
Paper by Falato, Kim & von Wachter
January 6, 2025 at 8:38 PM
What happens to companies who get more powerful institutional shareholders?
CEO pay falls by a cumulative 60% over 5 years
Top execs by 40%
Striking endorsement of the view that strong shareholders help solve the principal agent problem
Paper by Falato, Kim & von Wachter
CEO pay falls by a cumulative 60% over 5 years
Top execs by 40%
Striking endorsement of the view that strong shareholders help solve the principal agent problem
Paper by Falato, Kim & von Wachter
Superb paper by Dobbin&Zohar @ #ASSA2025
22% of intergenerational earnings persistence is accounted for by ACCESS to high paying firms (AKM firm effects). A lot of this probably due to networks/connections/discrimination
Data from Israel. Lots more in the paper.
22% of intergenerational earnings persistence is accounted for by ACCESS to high paying firms (AKM firm effects). A lot of this probably due to networks/connections/discrimination
Data from Israel. Lots more in the paper.
January 3, 2025 at 7:09 PM
Superb paper by Dobbin&Zohar @ #ASSA2025
22% of intergenerational earnings persistence is accounted for by ACCESS to high paying firms (AKM firm effects). A lot of this probably due to networks/connections/discrimination
Data from Israel. Lots more in the paper.
22% of intergenerational earnings persistence is accounted for by ACCESS to high paying firms (AKM firm effects). A lot of this probably due to networks/connections/discrimination
Data from Israel. Lots more in the paper.
Excited to have put together this #ASSA2025 session on
*Non-employment effects of the minimum wage*
Looking at…
- workplace injuries
- job satisfaction & amenities
- search effort
- company wage policy
- & effects of CA’s new $15 minimum wage
Tomorrow (Friday) 2.30-4.30pm
Join us !
*Non-employment effects of the minimum wage*
Looking at…
- workplace injuries
- job satisfaction & amenities
- search effort
- company wage policy
- & effects of CA’s new $15 minimum wage
Tomorrow (Friday) 2.30-4.30pm
Join us !
January 3, 2025 at 6:04 AM
Excited to have put together this #ASSA2025 session on
*Non-employment effects of the minimum wage*
Looking at…
- workplace injuries
- job satisfaction & amenities
- search effort
- company wage policy
- & effects of CA’s new $15 minimum wage
Tomorrow (Friday) 2.30-4.30pm
Join us !
*Non-employment effects of the minimum wage*
Looking at…
- workplace injuries
- job satisfaction & amenities
- search effort
- company wage policy
- & effects of CA’s new $15 minimum wage
Tomorrow (Friday) 2.30-4.30pm
Join us !
Who pays for the union wage premium?
Where does the union wage premium come from?
How do firms respond to the min wage?
What’s the role of firms in intergen mobility?
Very excited to be presenting in this #ASSA2025 session tomorrow (Friday) 10.15-12.15
Come join!
Where does the union wage premium come from?
How do firms respond to the min wage?
What’s the role of firms in intergen mobility?
Very excited to be presenting in this #ASSA2025 session tomorrow (Friday) 10.15-12.15
Come join!
January 3, 2025 at 1:40 AM
Who pays for the union wage premium?
Where does the union wage premium come from?
How do firms respond to the min wage?
What’s the role of firms in intergen mobility?
Very excited to be presenting in this #ASSA2025 session tomorrow (Friday) 10.15-12.15
Come join!
Where does the union wage premium come from?
How do firms respond to the min wage?
What’s the role of firms in intergen mobility?
Very excited to be presenting in this #ASSA2025 session tomorrow (Friday) 10.15-12.15
Come join!
The AEA is having a panel for the *first time* on socoieconomic diversity in economics!
w/ @johnlist.bsky.social
@luciegschmidt.bsky.social
@ronjarmin.bsky.social
Chris Campos
Jason Faberman
& me
& lots of time for audience discussion
Please join us Saturday at (gulp) 8am
w/ @johnlist.bsky.social
@luciegschmidt.bsky.social
@ronjarmin.bsky.social
Chris Campos
Jason Faberman
& me
& lots of time for audience discussion
Please join us Saturday at (gulp) 8am
January 1, 2025 at 5:16 PM
The AEA is having a panel for the *first time* on socoieconomic diversity in economics!
w/ @johnlist.bsky.social
@luciegschmidt.bsky.social
@ronjarmin.bsky.social
Chris Campos
Jason Faberman
& me
& lots of time for audience discussion
Please join us Saturday at (gulp) 8am
w/ @johnlist.bsky.social
@luciegschmidt.bsky.social
@ronjarmin.bsky.social
Chris Campos
Jason Faberman
& me
& lots of time for audience discussion
Please join us Saturday at (gulp) 8am
Come to our ASSA LERA session on Compliance and Enforcement of Labor and Employment Law:
- New survey data on labor standards compliance
- Management practices & workplace injuries
- Wage theft by demographic group
- Compliance incentives
Sunday, 1-3pm
#ASSA2025 #LERA2025 #EconSky
- New survey data on labor standards compliance
- Management practices & workplace injuries
- Wage theft by demographic group
- Compliance incentives
Sunday, 1-3pm
#ASSA2025 #LERA2025 #EconSky
December 31, 2024 at 6:07 PM
Striking figure from Kochan & Hertel-Fernandez' new @ilrreview.bsky.social paper - survey of 4,000 workers' preferences about unions (conjoint experiment).
Each coefficient is the percentage point change in likelihood of joining the union, relative to the baseline condition (in parentheses)
Each coefficient is the percentage point change in likelihood of joining the union, relative to the baseline condition (in parentheses)
December 19, 2024 at 10:44 PM
Striking figure from Kochan & Hertel-Fernandez' new @ilrreview.bsky.social paper - survey of 4,000 workers' preferences about unions (conjoint experiment).
Each coefficient is the percentage point change in likelihood of joining the union, relative to the baseline condition (in parentheses)
Each coefficient is the percentage point change in likelihood of joining the union, relative to the baseline condition (in parentheses)
Presenting Class Gap paper tomorrow 12 ET @nberpubs Org Econ: livestream below
Do tune in - would love to hear your comments :)
www.nber.org/conferences/...
Do tune in - would love to hear your comments :)
www.nber.org/conferences/...
December 6, 2024 at 1:08 AM
Presenting Class Gap paper tomorrow 12 ET @nberpubs Org Econ: livestream below
Do tune in - would love to hear your comments :)
www.nber.org/conferences/...
Do tune in - would love to hear your comments :)
www.nber.org/conferences/...
📣Amazing data trove alert - FULL TEXT of interviews w/ 100 senior UK decision-makers on regional policy over the last five decades
from my coauthors on UK regional inequality: Dan Turner, Nyasha Weinberg, Esme Elsden, Ed Balls
sites.harvard.edu/uk-regional-...
from my coauthors on UK regional inequality: Dan Turner, Nyasha Weinberg, Esme Elsden, Ed Balls
sites.harvard.edu/uk-regional-...
September 26, 2024 at 8:38 PM
📣Amazing data trove alert - FULL TEXT of interviews w/ 100 senior UK decision-makers on regional policy over the last five decades
from my coauthors on UK regional inequality: Dan Turner, Nyasha Weinberg, Esme Elsden, Ed Balls
sites.harvard.edu/uk-regional-...
from my coauthors on UK regional inequality: Dan Turner, Nyasha Weinberg, Esme Elsden, Ed Balls
sites.harvard.edu/uk-regional-...
Great summary from John Burn Murdoch of the growing gender gap in outcomes for young people - with women much more likely to go to college, and increasingly more likely to be employed
Strikingly in the UK young non college women also now earn more than young non college men
Strikingly in the UK young non college women also now earn more than young non college men
September 20, 2024 at 3:43 PM
Great summary from John Burn Murdoch of the growing gender gap in outcomes for young people - with women much more likely to go to college, and increasingly more likely to be employed
Strikingly in the UK young non college women also now earn more than young non college men
Strikingly in the UK young non college women also now earn more than young non college men
Oren Daniel’s @ NBER Wage Dynamics:
The return to “skill” as measured by worker fixed effects has FALLEN within routine occupations, but not really within manual or abstract occupations
He uses this to argue that we’ve seen “skill-replacing” Routine Biased Technical Change
The return to “skill” as measured by worker fixed effects has FALLEN within routine occupations, but not really within manual or abstract occupations
He uses this to argue that we’ve seen “skill-replacing” Routine Biased Technical Change
September 12, 2024 at 6:37 PM
Oren Daniel’s @ NBER Wage Dynamics:
The return to “skill” as measured by worker fixed effects has FALLEN within routine occupations, but not really within manual or abstract occupations
He uses this to argue that we’ve seen “skill-replacing” Routine Biased Technical Change
The return to “skill” as measured by worker fixed effects has FALLEN within routine occupations, but not really within manual or abstract occupations
He uses this to argue that we’ve seen “skill-replacing” Routine Biased Technical Change
A PhD candidate at U Maryland is studying sexual misconduct in academia and is looking to interview people who experienced academic sexual misconduct as a graduate student in the greater DC area. See flyer below for contact details if this applies to you.
September 5, 2024 at 3:12 PM
A PhD candidate at U Maryland is studying sexual misconduct in academia and is looking to interview people who experienced academic sexual misconduct as a graduate student in the greater DC area. See flyer below for contact details if this applies to you.
Didn't know this paper...
>300 people refereed the same econ paper, with author listed as
1. an early career scholar
2. anonymous
3. a Nobel laureate (from same university as 1)
Recommendations:
65% reject for early career scholar,
23% reject for Nobel laureate
😑
www.pnas.org/doi/epub/10....
>300 people refereed the same econ paper, with author listed as
1. an early career scholar
2. anonymous
3. a Nobel laureate (from same university as 1)
Recommendations:
65% reject for early career scholar,
23% reject for Nobel laureate
😑
www.pnas.org/doi/epub/10....
August 8, 2024 at 6:22 PM
Didn't know this paper...
>300 people refereed the same econ paper, with author listed as
1. an early career scholar
2. anonymous
3. a Nobel laureate (from same university as 1)
Recommendations:
65% reject for early career scholar,
23% reject for Nobel laureate
😑
www.pnas.org/doi/epub/10....
>300 people refereed the same econ paper, with author listed as
1. an early career scholar
2. anonymous
3. a Nobel laureate (from same university as 1)
Recommendations:
65% reject for early career scholar,
23% reject for Nobel laureate
😑
www.pnas.org/doi/epub/10....
Is this just about academia?
NO. There is also a class gap in career progression for PhDs in industry. Specifically: a pay gap, a gap in job satisfaction, and widening gaps in pay and in managerial responsibilities over the career (conditional on baseline FEs). (20/22).
NO. There is also a class gap in career progression for PhDs in industry. Specifically: a pay gap, a gap in job satisfaction, and widening gaps in pay and in managerial responsibilities over the career (conditional on baseline FEs). (20/22).
August 6, 2024 at 2:43 PM
Is this just about academia?
NO. There is also a class gap in career progression for PhDs in industry. Specifically: a pay gap, a gap in job satisfaction, and widening gaps in pay and in managerial responsibilities over the career (conditional on baseline FEs). (20/22).
NO. There is also a class gap in career progression for PhDs in industry. Specifically: a pay gap, a gap in job satisfaction, and widening gaps in pay and in managerial responsibilities over the career (conditional on baseline FEs). (20/22).
Does this matter for other quality of life outcomes?
Yes - the class gap in institution type ALSO comes alongside a class pay gap in academia, and a class gap in job satisfaction.
(18/22)
Yes - the class gap in institution type ALSO comes alongside a class pay gap in academia, and a class gap in job satisfaction.
(18/22)
August 6, 2024 at 2:43 PM
Does this matter for other quality of life outcomes?
Yes - the class gap in institution type ALSO comes alongside a class pay gap in academia, and a class gap in job satisfaction.
(18/22)
Yes - the class gap in institution type ALSO comes alongside a class pay gap in academia, and a class gap in job satisfaction.
(18/22)
We also find that lower-SEB academics are *less likely to receive NSF awards* than their higher-SEB peers
- even conditional on employer institution, tenure status, detailed measures of prior publication record, *and* prior NSF award receipt.
(16/22)
- even conditional on employer institution, tenure status, detailed measures of prior publication record, *and* prior NSF award receipt.
(16/22)
August 6, 2024 at 2:42 PM
We also find that lower-SEB academics are *less likely to receive NSF awards* than their higher-SEB peers
- even conditional on employer institution, tenure status, detailed measures of prior publication record, *and* prior NSF award receipt.
(16/22)
- even conditional on employer institution, tenure status, detailed measures of prior publication record, *and* prior NSF award receipt.
(16/22)
2. LESS WELL-PUBLISHED COAUTHORS: first-gen college grads' coauthors are less well-published - in terms of publications, citations, or journal impact factor - than you would predict from these coauthors' other characteristics (institution, field, race, gender, SEB, etc).
(15/22)
(15/22)
August 6, 2024 at 2:42 PM
2. LESS WELL-PUBLISHED COAUTHORS: first-gen college grads' coauthors are less well-published - in terms of publications, citations, or journal impact factor - than you would predict from these coauthors' other characteristics (institution, field, race, gender, SEB, etc).
(15/22)
(15/22)
We find evidence of weaker coauthorship networks for lower-SEB academics:
1. COAUTHOR HOMOPHILY: first-gen college grads are more likely to coauthor with other first-gen college grads than you would predict from coauthors' characteristics (inst, field, race, gender, etc) (13/22)
1. COAUTHOR HOMOPHILY: first-gen college grads are more likely to coauthor with other first-gen college grads than you would predict from coauthors' characteristics (inst, field, race, gender, etc) (13/22)
August 6, 2024 at 2:42 PM
We find evidence of weaker coauthorship networks for lower-SEB academics:
1. COAUTHOR HOMOPHILY: first-gen college grads are more likely to coauthor with other first-gen college grads than you would predict from coauthors' characteristics (inst, field, race, gender, etc) (13/22)
1. COAUTHOR HOMOPHILY: first-gen college grads are more likely to coauthor with other first-gen college grads than you would predict from coauthors' characteristics (inst, field, race, gender, etc) (13/22)
If research doesn't close most of the class gap, suggests something else must be at play.
Another candidate: NETWORKS
Differential social & cultural capital, as well as homophily, could make it harder for lower-SEB academics to form valuable professional relationships (11/22)
Another candidate: NETWORKS
Differential social & cultural capital, as well as homophily, could make it harder for lower-SEB academics to form valuable professional relationships (11/22)
August 6, 2024 at 2:41 PM
If research doesn't close most of the class gap, suggests something else must be at play.
Another candidate: NETWORKS
Differential social & cultural capital, as well as homophily, could make it harder for lower-SEB academics to form valuable professional relationships (11/22)
Another candidate: NETWORKS
Differential social & cultural capital, as well as homophily, could make it harder for lower-SEB academics to form valuable professional relationships (11/22)
This comes mostly from higher-SEB academics being more likely to be “overplaced” – tenured at institutions that are higher-ranked than you’d predict given their research record
– and not so much from lower-SEB academics being more likely to be “underplaced”.
(10/22)
– and not so much from lower-SEB academics being more likely to be “underplaced”.
(10/22)
August 6, 2024 at 2:41 PM
This comes mostly from higher-SEB academics being more likely to be “overplaced” – tenured at institutions that are higher-ranked than you’d predict given their research record
– and not so much from lower-SEB academics being more likely to be “underplaced”.
(10/22)
– and not so much from lower-SEB academics being more likely to be “underplaced”.
(10/22)