Very nice to see this out! Congrats Olga!

3) Thanks to @excinequality.bsky.social & @uni-konstanz.de for making this article available #OpenAccess!

2) Working under a female supervisor reduces these gendered expectations, suggesting that female managers can act as agents of change.

1) We find that women are expected to respond to unfair pay with “voice” (e.g. wage negotiation) less often than men—despite similar expectations for “exit” (job search).

Huge thanks to @excinequality.bsky.social @uni-konstanz.de for providing such great research environment and to @iabnews.bsky.social for the cooperation regarding sampling and data collection!

Wage transparency matters. Employees in firms with collective bargaining agreements or those who discuss wages with colleagues are more likely to view women’s wages as unfairly low.

Female leadership seems to influence wage fairness perceptions. Women with a female supervisor are more likely to see women’s wages as unfairly low. However, the overall share of women in management does not show a clear effect.

In contrast to previous work, we find that women are more likely than men to perceive other women’s wages as unfairly low. This pattern is driven by highly educated and higher-earning women, raising questions about how workplace context influences fairness perceptions.

Thank you Valentina!