Salvatore Lattanzio
@salvatorelattanzio.bsky.social
Economist at the Bank of Italy | PhD University of Cambridge | Research on labour, inequality and gender | Personal views only
Client Challenge
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https://cesifo.org/DocDL/cesifo1_…
April 10, 2025 at 11:48 PM
Finally, PL take-up among fathers is associated with better labor market outcomes among their female partners: they work and earn more.🟢
Male partners are instead almost unaffected by PL take-up of mothers.🟡
10/N
Male partners are instead almost unaffected by PL take-up of mothers.🟡
10/N
April 10, 2025 at 11:48 PM
Finally, PL take-up among fathers is associated with better labor market outcomes among their female partners: they work and earn more.🟢
Male partners are instead almost unaffected by PL take-up of mothers.🟡
10/N
Male partners are instead almost unaffected by PL take-up of mothers.🟡
10/N
When exploring mechanisms, we find that PL take-up is associated with *no career costs* for peer fathers, which may push their coworkers to follow their example and take PL themselves
9/N
9/N
April 10, 2025 at 11:48 PM
When exploring mechanisms, we find that PL take-up is associated with *no career costs* for peer fathers, which may push their coworkers to follow their example and take PL themselves
9/N
9/N
Lots of heterogeneity: effects are stronger in larger establishments, those with past PL use and those with higher levels of social capital.
8/N
8/N
April 10, 2025 at 11:48 PM
Lots of heterogeneity: effects are stronger in larger establishments, those with past PL use and those with higher levels of social capital.
8/N
8/N
Peer effects are present among mothers, too. 👩💻
However own-gender effects are stronger than cross-gender ones, indicating that peers more than the general firm environment influence our results.
7/N
However own-gender effects are stronger than cross-gender ones, indicating that peers more than the general firm environment influence our results.
7/N
April 10, 2025 at 11:48 PM
Peer effects are present among mothers, too. 👩💻
However own-gender effects are stronger than cross-gender ones, indicating that peers more than the general firm environment influence our results.
7/N
However own-gender effects are stronger than cross-gender ones, indicating that peers more than the general firm environment influence our results.
7/N
We find that 1-year after the share of coworker fathers taking PL increases by 2.4% in response to a 10% increase in the share of peer fathers taking PL because of the reform. Effect persists up to 4 years.⬆️
6/N
6/N
April 10, 2025 at 11:48 PM
We find that 1-year after the share of coworker fathers taking PL increases by 2.4% in response to a 10% increase in the share of peer fathers taking PL because of the reform. Effect persists up to 4 years.⬆️
6/N
6/N
For these establishments we measure PL take-up among “coworker” fathers - who were colleagues of peer fathers at the time of the reform but become first-time fathers *after* it ➡️avoid “reflection problem”🪞
5/N
5/N
April 10, 2025 at 11:48 PM
For these establishments we measure PL take-up among “coworker” fathers - who were colleagues of peer fathers at the time of the reform but become first-time fathers *after* it ➡️avoid “reflection problem”🪞
5/N
5/N
We then focus on fathers in establishments. 👨💻
We measure their exposure to the reform by the ex-ante share of eligible “peer” fathers (i.e. share of 3-5 y.o. fathers over total fathers employed in establishment)
4/N
We measure their exposure to the reform by the ex-ante share of eligible “peer” fathers (i.e. share of 3-5 y.o. fathers over total fathers employed in establishment)
4/N
April 10, 2025 at 11:48 PM
We then focus on fathers in establishments. 👨💻
We measure their exposure to the reform by the ex-ante share of eligible “peer” fathers (i.e. share of 3-5 y.o. fathers over total fathers employed in establishment)
4/N
We measure their exposure to the reform by the ex-ante share of eligible “peer” fathers (i.e. share of 3-5 y.o. fathers over total fathers employed in establishment)
4/N
📈First stage result - The policy increased individual take-up of both fathers and mothers of 3-5 y.o. children relative to the pre-reform period and to parents of 0-2 y.o. children
3/N
3/N
April 10, 2025 at 11:48 PM
📈First stage result - The policy increased individual take-up of both fathers and mothers of 3-5 y.o. children relative to the pre-reform period and to parents of 0-2 y.o. children
3/N
3/N
How do we do that?
We exploit a reform in 🇮🇹 that increased parental leave (PL) generosity for parents of 3-5 year old children.👨🍼👩🍼
Before reform: no replacement rate 😢
After reform: 30% replacement rate 💰
2/N
We exploit a reform in 🇮🇹 that increased parental leave (PL) generosity for parents of 3-5 year old children.👨🍼👩🍼
Before reform: no replacement rate 😢
After reform: 30% replacement rate 💰
2/N
April 10, 2025 at 11:48 PM
How do we do that?
We exploit a reform in 🇮🇹 that increased parental leave (PL) generosity for parents of 3-5 year old children.👨🍼👩🍼
Before reform: no replacement rate 😢
After reform: 30% replacement rate 💰
2/N
We exploit a reform in 🇮🇹 that increased parental leave (PL) generosity for parents of 3-5 year old children.👨🍼👩🍼
Before reform: no replacement rate 😢
After reform: 30% replacement rate 💰
2/N
This and many other additional analyses can be found in the draft: papers.ssrn.com/sol3/papers....
Comments welcome!
[5/5]
Comments welcome!
[5/5]
One Cohort at a Time: A New Perspective on the Declining Gender Pay Gap
<p>This paper studies the interaction between the decrease in the gender pay gap and the stagnation in the careers of younger workers, analyzing data from the U
papers.ssrn.com
January 15, 2025 at 10:35 AM
This and many other additional analyses can be found in the draft: papers.ssrn.com/sol3/papers....
Comments welcome!
[5/5]
Comments welcome!
[5/5]
The major update in the paper is showing with microdata for 🇮🇹 that firms with more workforce aging are those that witness the largest reductions in the gender pay gap, stemming from deteriorated opportunities for younger men, at least until the mid-1990s, when convergence stopped.
[4/5]
[4/5]
January 15, 2025 at 10:35 AM
The major update in the paper is showing with microdata for 🇮🇹 that firms with more workforce aging are those that witness the largest reductions in the gender pay gap, stemming from deteriorated opportunities for younger men, at least until the mid-1990s, when convergence stopped.
[4/5]
[4/5]
We rationalize this in a model in which workforce ageing generates negative career spillovers on younger workers.
▶️Top ranks in firms are increasingly more occupied by older workers.
▶️Younger men have more to lose as they were more represented in top jobs than younger women at baseline
[3/5]
▶️Top ranks in firms are increasingly more occupied by older workers.
▶️Younger men have more to lose as they were more represented in top jobs than younger women at baseline
[3/5]
January 15, 2025 at 10:35 AM
We rationalize this in a model in which workforce ageing generates negative career spillovers on younger workers.
▶️Top ranks in firms are increasingly more occupied by older workers.
▶️Younger men have more to lose as they were more represented in top jobs than younger women at baseline
[3/5]
▶️Top ranks in firms are increasingly more occupied by older workers.
▶️Younger men have more to lose as they were more represented in top jobs than younger women at baseline
[3/5]
In the paper we show that cohort dynamics are crucial to explain gender pay convergence in the labor mkt.
Convergence happened as
1️⃣ newer worker cohorts w/ lower-than-avg pay gaps replaced older ones w/ higher-than-avg gaps
2️⃣ younger men fared progressively worse at lab mkt entry
[2/5]
Convergence happened as
1️⃣ newer worker cohorts w/ lower-than-avg pay gaps replaced older ones w/ higher-than-avg gaps
2️⃣ younger men fared progressively worse at lab mkt entry
[2/5]
January 15, 2025 at 10:35 AM
In the paper we show that cohort dynamics are crucial to explain gender pay convergence in the labor mkt.
Convergence happened as
1️⃣ newer worker cohorts w/ lower-than-avg pay gaps replaced older ones w/ higher-than-avg gaps
2️⃣ younger men fared progressively worse at lab mkt entry
[2/5]
Convergence happened as
1️⃣ newer worker cohorts w/ lower-than-avg pay gaps replaced older ones w/ higher-than-avg gaps
2️⃣ younger men fared progressively worse at lab mkt entry
[2/5]