皆様
English follows Japanese.
以下の通り6/22(土)人事経済学ワークショップの開催をお知らせします。
日時：6月22日（土） 15:00～18:15
*今回は90分セッション×2の開催のため、通常より終了時間が遅くなります。
開催形式：ハイブリット
開催場所：早稲田大学 3号館 404教室
*3号館エレベータは４階には止まりませんので、エスカレータにてお越しください。
ワークショップ終了後は懇親会を予定しております。
参加を希望される方は6/14(金)までに下記URLのフォームにご入力ください。
https://forms.gle/t1hMATgy8KTzXNo48
オンライン参加URL: 以下より登録お願いします。
https://list-waseda-jp.zoom.us/meeting/register/tJcoceihrzIiGNfWsk8_tMc_ScCcW5mn3RU_
第１セッション： 15:00～16:30
報告者： シカゴ大学 朝井友紀子先生
発表言語：日本語
報告タイトル：Gender bias in evaluation and promotion
要旨：
Women continue to lag behind pay and promotions compared with their male counterparts, contributing to the gender wage gap. We investigate whether these gender gaps can, to some extent, be explained by gender differences in self-promotion and supervisors’ evaluations. We examine the employment records from a large business solutions firm in Japan. These records contain objective measures of ability (university rank and exam score) and productivity (tasks completed) that are linked to the subjective evaluations that supervisors use to grant promotions. These subjective evaluations consist of two parts: a self-rating component and a rating by a supervisor. We begin by documenting a large gender gap in self-evaluations as well as supervisor evaluations: conditional on observed productivity, women tend to evaluate themselves lower than their male peers. Supervisors use these self-evaluations as inputs, and as a result are more likely to provide women lower evaluations than men, conditional on productivity. The gender gap is more pronounced when they evaluate stereotypically male-typed tasks than female-typed tasks: Women tend to evaluate themselves lower when working on a male-typed task, and women tend to receive lower evaluations from their supervisors conditional on ability when they are on a male-typed task. After supervisors were informed of this discrepancy in self-evaluations, supervisor evaluations of women at the company increased, suggesting that providing knowledge about these gaps can help improve equity.
第２セッション：16:45～18:15
報告者：明治学院大学 齋藤 隆志先生
発表言語：日本語
報告タイトル： The Impact on Firm Value of Board Gender Quotas : Evidence from Japanese Case
人事経済学ワークショップでは以下の通りウェブサイトを運用しております。
今後の予定については下記URLも併せてご確認ください。
https://sites.google.com/view/peworkshop/home
問合せ：早稲田大学 大湾研究室 [email protected]
大湾秀雄・高橋孝平・川太悠史
Dear all,
We are happy to have the Personnel Economics Workshop on June 22nd as follows.
Date: 22nd June (Sat.) 15:00-18:15
*This workshop will end later than usual since the workshop has two 1.5-hour presentations.
Venue Room: 404 in Building 3, Waseda Campus, Waseda University
*The elevator in Building 3 does not stop at the 4th floor, so please use the escalator.
Format: Hybrid
We are planning to have a dinner after the workshop.
Please fill in the following form by 14th June. (Fri.) if you would like to participate.
https://forms.gle/t1hMATgy8KTzXNo48
Please register the following Zoom link for participants online.
https://list-waseda-jp.zoom.us/meeting/register/tJcoceihrzIiGNfWsk8_tMc_ScCcW5mn3RU_
1st Session: 15:00-16:30
Speaker: Assistant Instructional Professor Yukiko Asai, the University of Chicago Harris School of Public Policy
Language: Japanese
Title: Gender bias in evaluation and promotion
Abstract:
Women continue to lag behind pay and promotions compared with their male counterparts, contributing to the gender wage gap. We investigate whether these gender gaps can, to some extent, be explained by gender differences in self-promotion and supervisors’ evaluations. We examine the employment records from a large business solutions firm in Japan. These records contain objective measures of ability (university rank and exam score) and productivity (tasks completed) that are linked to the subjective evaluations that supervisors use to grant promotions. These subjective evaluations consist of two parts: a self-rating component and a rating by a supervisor. We begin by documenting a large gender gap in self-evaluations as well as supervisor evaluations: conditional on observed productivity, women tend to evaluate themselves lower than their male peers. Supervisors use these self-evaluations as inputs, and as a result are more likely to provide women lower evaluations than men, conditional on productivity. The gender gap is more pronounced when they evaluate stereotypically male-typed tasks than female-typed tasks: Women tend to evaluate themselves lower when working on a male-typed task, and women tend to receive lower evaluations from their supervisors conditional on ability when they are on a male-typed task. After supervisors were informed of this discrepancy in self-evaluations, supervisor evaluations of women at the company increased, suggesting that providing knowledge about these gaps can help improve equity.
2nd Session: 16:45-18:15
Speaker: Professor Takashi Saito, Faculty of Economics, Meiji Gakuin University
Language: Japanese
Title: The Impact on Firm Value of Board Gender Quotas : Evidence from Japanese Case
Please check the website of the Personnel Economics Workshop below for the upcoming workshops.
https://sites.google.com/view/peworkshop/home
If you have any questions, please contact the Owan lab, Waseda University at [email protected]
Best regards,
