Dogan Gülümser
@dgulumser.bsky.social
Postdoctoral researcher @rfberlin.bsky.social
PhD from Uppsala University
Labor / Firms / Gender wage gap
Member of OECD #LinkEED2 Network
https://sites.google.com/view/dogangulumser
PhD from Uppsala University
Labor / Firms / Gender wage gap
Member of OECD #LinkEED2 Network
https://sites.google.com/view/dogangulumser
6/ Our main results show that: When a job opens in their family's network, men get a significant wage increase from their current employer.
Women's wages, however, remain unaffected.
To shed light on the mechanisms, we provide two important pieces of evidence.
Women's wages, however, remain unaffected.
To shed light on the mechanisms, we provide two important pieces of evidence.
September 12, 2025 at 12:38 PM
6/ Our main results show that: When a job opens in their family's network, men get a significant wage increase from their current employer.
Women's wages, however, remain unaffected.
To shed light on the mechanisms, we provide two important pieces of evidence.
Women's wages, however, remain unaffected.
To shed light on the mechanisms, we provide two important pieces of evidence.
5/ We exploit outside opportunities emerging at plants to which workers are connected via their family network since...
a) they are central mediators of information on job opportunities.
b) quality of outside options balanced across genders (see figure). This isn't true for professional networks.
a) they are central mediators of information on job opportunities.
b) quality of outside options balanced across genders (see figure). This isn't true for professional networks.
September 12, 2025 at 12:38 PM
5/ We exploit outside opportunities emerging at plants to which workers are connected via their family network since...
a) they are central mediators of information on job opportunities.
b) quality of outside options balanced across genders (see figure). This isn't true for professional networks.
a) they are central mediators of information on job opportunities.
b) quality of outside options balanced across genders (see figure). This isn't true for professional networks.
🚨 Excited to share a new CEPR Discussion Paper (No. 20638) 🚨
“Outside Job Opportunities and the Gender Gap in Pay” with Peter Fredriksson and @lenahensvik.bsky.social.
Read here: cepr.org/publications...
A thread 👇
“Outside Job Opportunities and the Gender Gap in Pay” with Peter Fredriksson and @lenahensvik.bsky.social.
Read here: cepr.org/publications...
A thread 👇
September 12, 2025 at 12:38 PM
🚨 Excited to share a new CEPR Discussion Paper (No. 20638) 🚨
“Outside Job Opportunities and the Gender Gap in Pay” with Peter Fredriksson and @lenahensvik.bsky.social.
Read here: cepr.org/publications...
A thread 👇
“Outside Job Opportunities and the Gender Gap in Pay” with Peter Fredriksson and @lenahensvik.bsky.social.
Read here: cepr.org/publications...
A thread 👇
Hi #EconSky! I’m a PhD Candidate in Economics at Uppsala University.
My #EconJMP investigates how firms’ previous employment experience in a particular occupation affects hiring standards, wages, and post-hiring outcomes.
Find out more about my research here: sites.google.com/view/dogangu...
My #EconJMP investigates how firms’ previous employment experience in a particular occupation affects hiring standards, wages, and post-hiring outcomes.
Find out more about my research here: sites.google.com/view/dogangu...
November 26, 2024 at 12:07 PM
Hi #EconSky! I’m a PhD Candidate in Economics at Uppsala University.
My #EconJMP investigates how firms’ previous employment experience in a particular occupation affects hiring standards, wages, and post-hiring outcomes.
Find out more about my research here: sites.google.com/view/dogangu...
My #EconJMP investigates how firms’ previous employment experience in a particular occupation affects hiring standards, wages, and post-hiring outcomes.
Find out more about my research here: sites.google.com/view/dogangu...