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Nina Smith

Aarhus University, Denmark, and IZA@LISER, Luxembourg

World of Labour role

Author, Topic spokesperson

Current position

Professor, School of Economics and Management, Aarhus University, Denmark, and Research Fellow, IZA, Germany

Research interest

Family-friendly policies and women’s careers, intergenerational mobility and educational attainment, allocation of time within the household, women in top management and firm performance, education economics and research policy

Website

http://bit.ly/NSmith_IZApage

Positions/functions as a policy advisor

Member several government commissions and councils, chairman for the government commission Reformkommissionen (2020-2023); Chairman or member of the Council of Economic Advisors (1995–1998, 2007–2016); Chairman of the Danish Independent Research Council (2004–2007); Chairman of KORA (Danish Institute for Regional and Local Government Research) (2012–2017), and VIVE (The Danish Center for Social Science Research), member of the supervisory board of a number of board of directors in private sector companies, incl. PFA (2002-2008), Carlsberg Brewery (2012–2018), Nykredit (2004–2022), VisitAarhus (2019 -)

Qualifications

MSc Economics, Aarhus University, 1981

Selected publications

  • ”Working hours, top management appointments, and gender: Evidence from linked employer-employee data.” Journal of Labor Economics (2024) (with A. Frederiksen and T. Kato).

  • „Network connections and board seats: are female networks less valuable?.” Journal of Labor Economics 41:2 (2023): 323-360 (with E. Von Essen).

  • “Why are so few females promoted into CEO and vice-president positions? Danish Empirical Evidence 1997–2007.” Industrial and Labor Relations Review 66:2 (2013) (with V. Smith and M. Verner).

  • “The gender pay gap in top corporate jobs in Denmark—Glass ceilings or sticky floors or both?” International Journal of Manpower 32:2 (2011): 156–177 (with V. Smith and M. Verner).

  • “Selection and network effects—Migrations flows into OECD countries 1990–2000.” European Economic Review 52:7 (2008): 1160–1186 (with P. J. Pedersen and M. Pytlikova).

Article(s)

  • Gender quotas on corporate boards of directors Updated

    Gender quotas for women on boards of directors improve female share on boards, but firm performance effects are mixed, and spillover effects are positive but small.

    Nina SmithEmma Von Essen, May 2025

    Arguments for increasing gender diversity on corporate boards of directors by gender quotas range from ensuring equal opportunity to improving firm performance. The introduction of gender quotas in a number of countries, mainly in Europe, has increased female representation on boards. Current research does not unambiguously justify gender quotas on grounds of economic efficiency. In many countries, the number of women in top executive positions is limited, and it is not clear from the evidence that quotas lead to a larger pool of female top executives, who, in turn, are the main pipeline for boards of directors. Thus, other supplementary policies may be necessary if politicians want to increase the number of women in senior management positions.

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