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Ghazala Azmat

Sciences Po, France, and IZA, Germany

There is still a great deal of work to be done by academics and policymakers on the issue of gender diversity in committees and boards. This project has allowed me to contribute to this recent and important debate

IZA World of Labor role

Author, Topic spokesperson

Current position

Professor of Economics, Sciences Po, France

Research interest

Labor economics, personnel economics, public policy

Website

https://sites.google.com/site/ghazalaazmat/home

Positions/functions as a policy advisor

Specialist Adviser to the British House of Commons, "Women and Equalities Committee," for their inquiry on the Gender Pay Gap

Past positions

Associate Professor, Queen Mary University of London, UK, 2012–2018; Associate Professor, Universitat Pompeu Fabra, Spain, 2012–2013; Assistant Professor, Universitat Pompeu Fabra, 2006–2012

Qualifications

PhD, London School of Economics, 2006

Selected publications

  • “Gender gaps in unemployment rates in OECD countries.” Journal of Labor Economics 24:1 (2006): 1–38 (with M. Güell and A. Manning).

  • “The impact of gender composition on team performance and decision-making: Evidence from the field.” Management Science 58:1 (2012): 78–93 (with J. Apesteguia and N. Iriberri).

  • “Gender and the labor market: What have we learnt from field and lab experiments.” Labour Economics 30 (2014): 32–40 (with B. Petrongolo).

  • “Gender differences in response to big stakes.” Journal of the European Economic Association 14:6 (2016): 1372–1400 (with C. Calsamiglia and N. Iriberri).

  • “Gender gaps in performance: Evidence from young lawyers.” Journal of Political Economy 125:5 (2017): 1306–1355 (with R. Ferrer).

article(s)

  • Gender diversity in teams Updated

    Greater representation of women may better represent women’s preferences but may not help economic performance

    Ghazala Azmat, May 2019
    Women's representation on corporate boards, political committees, and other decision-making teams is increasing, this is in part because of legal mandates. Evidence on team dynamics and gender differences in preferences (for example, risk-taking behavior, taste for competition, prosocial behavior) shows how gender composition influences group decision-making and subsequent performance. This works through channels such as investment decisions, internal management, corporate governance, and social responsibility.
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