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
8/ Overall, the network job opportunities are known and valued by both genders, but only used by men to bid up wages in current jobs.
Interpreted through the lens of our model, our results show that limited opportunities for renegotiation among women is one of the drivers of within job wage gap.
Interpreted through the lens of our model, our results show that limited opportunities for renegotiation among women is one of the drivers of within job wage gap.
September 12, 2025 at 12:38 PM
8/ Overall, the network job opportunities are known and valued by both genders, but only used by men to bid up wages in current jobs.
Interpreted through the lens of our model, our results show that limited opportunities for renegotiation among women is one of the drivers of within job wage gap.
Interpreted through the lens of our model, our results show that limited opportunities for renegotiation among women is one of the drivers of within job wage gap.
7/ First, we find a similar impact on mobility to connected workplaces in response to network job openings for men and women.
Second, among blue collar workers (a group with limited scope for individual wage negotiation), we do not find a wage response to outside options for any of the genders.
Second, among blue collar workers (a group with limited scope for individual wage negotiation), we do not find a wage response to outside options for any of the genders.
September 12, 2025 at 12:38 PM
7/ First, we find a similar impact on mobility to connected workplaces in response to network job openings for men and women.
Second, among blue collar workers (a group with limited scope for individual wage negotiation), we do not find a wage response to outside options for any of the genders.
Second, among blue collar workers (a group with limited scope for individual wage negotiation), we do not find a wage response to outside options for any of the genders.
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.
4/ Third, it is likely that the attractiveness of a given offer differs systematically across the genders.
Our empirical strategy addresses all of these challenges.
So how do we address this?
👇
Our empirical strategy addresses all of these challenges.
So how do we address this?
👇
September 12, 2025 at 12:38 PM
4/ Third, it is likely that the attractiveness of a given offer differs systematically across the genders.
Our empirical strategy addresses all of these challenges.
So how do we address this?
👇
Our empirical strategy addresses all of these challenges.
So how do we address this?
👇
3/ Yet, empirically addressing this question requires us to tackle a number of challenges.
First, information on outside job offers is rarely available in register data.
Second, individual differences in the number of outside offers are likely confounded by variation in individual productivity.
First, information on outside job offers is rarely available in register data.
Second, individual differences in the number of outside offers are likely confounded by variation in individual productivity.
September 12, 2025 at 12:38 PM
3/ Yet, empirically addressing this question requires us to tackle a number of challenges.
First, information on outside job offers is rarely available in register data.
Second, individual differences in the number of outside offers are likely confounded by variation in individual productivity.
First, information on outside job offers is rarely available in register data.
Second, individual differences in the number of outside offers are likely confounded by variation in individual productivity.
2/ We first develop a model of OTJ search capturing gender differences in job preferences (commuting aversion among women) and cost of wage renegotiation (among women).
We show that both of these reduce women’s share of match-specific rents but have distinct predictions on job mobility.
We show that both of these reduce women’s share of match-specific rents but have distinct predictions on job mobility.
September 12, 2025 at 12:38 PM
2/ We first develop a model of OTJ search capturing gender differences in job preferences (commuting aversion among women) and cost of wage renegotiation (among women).
We show that both of these reduce women’s share of match-specific rents but have distinct predictions on job mobility.
We show that both of these reduce women’s share of match-specific rents but have distinct predictions on job mobility.
1/ Even within the same job at the same firm, women earn less than men. Why?
Our new research investigates the role of outside job opportunities in driving this within job gender pay gap.
Our new research investigates the role of outside job opportunities in driving this within job gender pay gap.
September 12, 2025 at 12:38 PM
1/ Even within the same job at the same firm, women earn less than men. Why?
Our new research investigates the role of outside job opportunities in driving this within job gender pay gap.
Our new research investigates the role of outside job opportunities in driving this within job gender pay gap.