Aarhus University, Denmark, and IZA, Germany
IZA World of Labor role
Author, Topic spokesperson
Professor, School of Economics and Management, Aarhus University, Denmark, and Research Fellow, IZA, Germany
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
Positions/functions as a policy advisor
Member or chairman of several government commissions and councils; 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 Carlsberg Brewery (2012–), Member of the supervisory board/deputy chairman Nykredit (2004–)
MSc Economics, Aarhus University, 1981
“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).
“The effect of marriage on education of immigrants: Evidence from a policy reform restricting marriage migration.” Scandinavian Journal of Economics 111:3 (2009): 457–486 (with H. S. Nielsen and A. Celikaksoy).
“Overtime work, dual job holding and taxation.” Research in Labor Economics 28 (2009): 25–55 (with A. Frederiksen and E. Graversen).
“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).
“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).
Gender quotas for women on boards of directors improve female share on boards but firm performance effects are mixedNina Smith, December 2018Arguments for increasing gender diversity on 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 has increased female representation on boards. Current research does not 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 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.MoreLess