\u7686\u69d8<\/p>\n
English follows Japanese.<\/p>\n
\u4ee5\u4e0b\u306e\u901a\u308a6\/22(\u571f)\u4eba\u4e8b\u7d4c\u6e08\u5b66\u30ef\u30fc\u30af\u30b7\u30e7\u30c3\u30d7\u306e\u958b\u50ac\u3092\u304a\u77e5\u3089\u305b\u3057\u307e\u3059\u3002<\/p>\n
\u65e5\u6642\uff1a6\u670822\u65e5\uff08\u571f\uff09\u3000 15:00\uff5e18:15<\/p>\n
*\u4eca\u56de\u306f90\u5206\u30bb\u30c3\u30b7\u30e7\u30f3\u00d72\u306e\u958b\u50ac\u306e\u305f\u3081\u3001\u901a\u5e38\u3088\u308a\u7d42\u4e86\u6642\u9593\u304c\u9045\u304f\u306a\u308a\u307e\u3059\u3002<\/p>\n
\u958b\u50ac\u5f62\u5f0f\uff1a\u30cf\u30a4\u30d6\u30ea\u30c3\u30c8
\n\u958b\u50ac\u5834\u6240\uff1a\u65e9\u7a32\u7530\u5927\u5b66\u30003\u53f7\u9928\u3000404\u6559\u5ba4<\/u><\/p>\n
*3\u53f7\u9928\u30a8\u30ec\u30d9\u30fc\u30bf\u306f\uff14\u968e\u306b\u306f\u6b62\u307e\u308a\u307e\u305b\u3093\u306e\u3067\u3001\u30a8\u30b9\u30ab\u30ec\u30fc\u30bf\u306b\u3066\u304a\u8d8a\u3057\u304f\u3060\u3055\u3044\u3002<\/p>\n
\u30ef\u30fc\u30af\u30b7\u30e7\u30c3\u30d7\u7d42\u4e86\u5f8c\u306f\u61c7\u89aa\u4f1a\u3092\u4e88\u5b9a\u3057\u3066\u304a\u308a\u307e\u3059\u3002 \u30aa\u30f3\u30e9\u30a4\u30f3\u53c2\u52a0URL: \u4ee5\u4e0b\u3088\u308a\u767b\u9332\u304a\u9858\u3044\u3057\u307e\u3059\u3002 <\/p>\n \u7b2c\uff11\u30bb\u30c3\u30b7\u30e7\u30f3\uff1a\u300015:00\uff5e16:30<\/p>\n \u5831\u544a\u8005\uff1a \u30b7\u30ab\u30b4\u5927\u5b66\u3000\u671d\u4e95\u53cb\u7d00\u5b50\u5148\u751f \u7b2c\uff12\u30bb\u30c3\u30b7\u30e7\u30f3\uff1a16:45\uff5e18:15<\/p>\n \u5831\u544a\u8005\uff1a\u660e\u6cbb\u5b66\u9662\u5927\u5b66\u3000\u9f4b\u85e4 \u9686\u5fd7\u5148\u751f<\/p>\n \u767a\u8868\u8a00\u8a9e\uff1a\u65e5\u672c\u8a9e<\/u><\/p>\n \u5831\u544a\u30bf\u30a4\u30c8\u30eb\uff1a\u00a0The Impact on Firm Value of Board Gender Quotas : Evidence from Japanese Case<\/p>\n <\/p>\n \u4eba\u4e8b\u7d4c\u6e08\u5b66\u30ef\u30fc\u30af\u30b7\u30e7\u30c3\u30d7\u3067\u306f\u4ee5\u4e0b\u306e\u901a\u308a\u30a6\u30a7\u30d6\u30b5\u30a4\u30c8\u3092\u904b\u7528\u3057\u3066\u304a\u308a\u307e\u3059\u3002 \u554f\u5408\u305b\uff1a\u65e9\u7a32\u7530\u5927\u5b66\u3000\u5927\u6e7e\u7814\u7a76\u5ba4\u3000eoe-office@list.waseda.jp<\/a> Dear all,<\/p>\n We are happy to have the Personnel Economics Workshop on June 22nd as follows.<\/p>\n Date: 22nd June (Sat.) 15:00-18:15<\/p>\n *This workshop will end later than usual since the workshop has two 1.5-hour presentations. *The elevator in Building 3 does not stop at the 4th floor, so please use the escalator. We are planning to have a dinner after the workshop. Please register the following Zoom link for participants online. 1st Session: 15:00-16:30 2nd Session: 16:45-18:15<\/p>\n Speaker: Professor Takashi Saito, Faculty of Economics, Meiji Gakuin University Please check the website of the Personnel Economics Workshop below for the upcoming workshops.
\n\u53c2\u52a0\u3092\u5e0c\u671b\u3055\u308c\u308b\u65b9\u306f6\/14(\u91d1)\u307e\u3067\u306b\u4e0b\u8a18URL\u306e\u30d5\u30a9\u30fc\u30e0\u306b\u3054\u5165\u529b\u304f\u3060\u3055\u3044\u3002
\nhttps:\/\/forms.gle\/t1hMATgy8KTzXNo48<\/a><\/p>\n
\nhttps:\/\/list-waseda-jp.zoom.us\/meeting\/register\/tJcoceihrzIiGNfWsk8_tMc_ScCcW5mn3RU_<\/a><\/p>\n
\n\u767a\u8868\u8a00\u8a9e\uff1a\u65e5\u672c\u8a9e<\/u>
\n\u5831\u544a\u30bf\u30a4\u30c8\u30eb\uff1aGender bias in evaluation and promotion
\n\u8981\u65e8\uff1a
\nWomen 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.\u00a0 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.\u00a0 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.\u00a0 Supervisors use these self-evaluations as inputs, and as a result are more likely to provide women lower evaluations than men, conditional on productivity.\u00a0 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.<\/p>\n
\n\u4eca\u5f8c\u306e\u4e88\u5b9a\u306b\u3064\u3044\u3066\u306f\u4e0b\u8a18URL\u3082\u4f75\u305b\u3066\u3054\u78ba\u8a8d\u304f\u3060\u3055\u3044\u3002
\nhttps:\/\/sites.google.com\/view\/peworkshop\/home<\/a><\/p>\n
\n\u5927\u6e7e\u79c0\u96c4\u30fb\u9ad8\u6a4b\u5b5d\u5e73\u30fb\u5ddd\u592a\u60a0\u53f2<\/p>\n
\nVenue Room:\u00a0404\u00a0in Building 3<\/u>, Waseda Campus, Waseda University<\/p>\n
\nFormat: Hybrid<\/p>\n
\nPlease fill in the following form by 14th June. (Fri.) if you would like to participate.
\nhttps:\/\/forms.gle\/t1hMATgy8KTzXNo48<\/a><\/p>\n
\nhttps:\/\/list-waseda-jp.zoom.us\/meeting\/register\/tJcoceihrzIiGNfWsk8_tMc_ScCcW5mn3RU_<\/a><\/p>\n
\nSpeaker:\u00a0\u00a0Assistant Instructional Professor\u00a0Yukiko Asai, the University of Chicago Harris School of Public Policy
\nLanguage:\u00a0Japanese<\/u>
\nTitle:\u00a0 Gender bias in evaluation and promotion
\nAbstract:
\nWomen 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.\u00a0 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.\u00a0 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.\u00a0 Supervisors use these self-evaluations as inputs, and as a result are more likely to provide women lower evaluations than men, conditional on productivity.\u00a0 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.<\/p>\n
\nLanguage:\u00a0Japanese<\/u>
\nTitle: The Impact on Firm Value of Board Gender Quotas : Evidence from Japanese Case<\/p>\n
\nhttps:\/\/sites.google.com\/view\/peworkshop\/home<\/a><\/p>\n