论文标题
支付透明度和性别平等
Pay Transparency and Gender Equality
论文作者
论文摘要
自2018年以来，拥有至少250名员工的英国公司被授权公开披露性别平等指标。利用跨公司规模和时间的这种授权的差异，我们表明付费透明度通过降低男性的工资增长来缩小性别薪酬差距的18％。公众对平等指标的可用性似乎会影响雇主的反应，因为表现较差的公司和行业更受到公众审查的影响最大，这会减少其性别薪酬差距最大。雇主在职位空缺中发布工资的可能性也高9％，可能是为了提高入门级的性别平等。
Since 2018 UK firms with at least 250 employees have been mandated to publicly disclose gender equality indicators. Exploiting variations in this mandate across firm size and time we show that pay transparency closes 18 percent of the gender pay gap by reducing men's wage growth. The public availability of the equality indicators seems to influence employers' response as worse performing firms and industries more exposed to public scrutiny reduce their gender pay gap the most. Employers are also 9 percent more likely to post wages in job vacancies, potentially in an effort to improve gender equality at entry level.
