Boris Hirsch

  • Current position:
    Full Professor of Economics, Leuphana University Lüneburg
  • Research interest:
    Labor economics (in particular models of imperfectly competitive labor markets and applied labor economics), industrial relations, migration
  • Website:
  • Affiliations:
    Leuphana University of Lüneburg, and IZA, Germany
  • Past positions:
    Postdoctoral Researcher, Friedrich-Alexander-University Erlangen-Nuremberg, 2009–2016
  • Qualifications:
    Habilitation in Economics and Econometrics, Friedrich-Alexander-University Erlangen-Nuremberg, 2016
  • Personal statement about IZA World of Labor:
    The IZA World of Labor project offers concise, reliable reviews on state-of-the-art empirical research at an accessible level. In that it provides a tremendous starting point for evidence-based policies and helps to inform academics, policymakers, and the general audience alike
  • Selected publications:
    • “Dual labor markets at work: The impact of employers’ use of temporary agency work on regular workers’ job stability.” Industrial and Labor Relations Review 69:5 (2016): 1191‒1215.
    • “Is there monopsonistic discrimination against immigrants?” Industrial and Labor Relations Review 68:3 (2015): 501‒528 (with E. J. Jahn).
    • “The impact of female managers on the gender pay gap: Evidence from linked employer‒employee data for Germany.” Economics Letters 119:3 (2014): 348‒350.
    • “The productivity effect of temporary agency work: Evidence from German panel data.” Economic Journal 122:562 (2012): F216‒F235 (with S. Mueller).
    • “Differences in labor supply to monopsonistic firms and the gender pay gap: An empirical analysis using linked employer‒employee data from Germany.” Journal of Labor Economics 28:2 (2010): 291‒330 (with T. Schank and C. Schnabel).
  • Articles

Gender wage discrimination

Does the extent of competition in labor markets explain why female workers are paid less than men?

November 2016

10.15185/izawol.310 310

by Boris Hirsch Hirsch, B

There are pronounced and persistent wage differences between men and women in all parts of the world. A significant element of these wage disparities can be attributed to differences in worker and workplace characteristics, which are likely to mirror differences in worker productivity. However, a large part of these differences remains unexplained, and it is common to attribute them to discrimination by the employer that is rooted in prejudice against female workers. Yet recent empirical evidence suggests that, to a large extent, the gaps reflect “monopsonistic” wage discrimination—that is, employers exploiting their wage-setting power over women—rather than any sort of prejudice.