#EconSky

See attached Call for Papers for more details.
github.com/bsecon/Paper...

Edoardo Ciscato, @anagfigueiredo.bsky.social,
@maiaguell.bsky.social, Rasmus Lentz, Costas Meghir, Andreas I. Mueller, Robert Shimer, and Chris Taber have confirmed their attendance.

You should also join us in beautiful Aarhus , so please send us your best paper by August 22 (Friday next week!).

Thanks a lot, we are excited to hear what you think!

That is, in the long-run, the marriage market adjusts such that more families that invest in the careers of women form, which in turn affects firm's expectations.

You can find the working paper at NBER, IZA, and my webpage.

Our model can be used to study the impact of policies. We find that both gender-equal parental leave and a managerial quota can improve gender equality. However, leave policies imply costly skill depreciation, whereas the quota can raise welfare, in part through
adjustments in marital sorting.

We develop and estimate a quantitative life cycle model that captures these family-firm interactions through household formation, families’ joint career and fertility choices, and firms’ managerial training and promotion decisions.

Thus, small initial differences between spouses will amplify over the lifecycle because an equilibrium arises in which both firms and families invest less in the careers of women.

🎯 What can be done?

On the other hand, firms selecting candidates for costly management training form expectations about which type of candidates will continue to invest in their careers without knowing the detailed family situation of each candidate. But they see that men usually invest more.

This is where the interaction between families’ career investments or firms’ promotion decisions kicks in. When families look at the current managerial training and promotion policies of firms, they see that men are more likely to be trained and promoted.

Ambitious men and women often marry each other. Once they have children, it is difficult for both parents to be on a highly demanding career track due to family responsibilities. Now, who should invest relatively more in the career? The husband or the wife?

📊 A key empirical insight from our paper is that your partner matters for your likelihood of receiving management training and becoming a manager. We argue that the mechanism through which this operates is the time allocated to working versus family responsibilities.

All mentioned papers are available on my website. sites.google.com/site/schulzb...