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Program evaluation
Occupational and classroom training
Wage subsidies and in-work benefits
Counseling, sanctioning, and monitoring
Micro-credits and start-up subsidies
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Behavioral and personnel economics
Pay and incentives
Organization and hierarchies
Human resource management practices
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Labor mobility
Performance of migrants
Implications of migration
Migration policy
Labor markets and institutions
Wage setting
Insurance policies
Redistribution policies
Labor market regulation
Entrepreneurship
Transition and emerging economies
Labor supply and demand
Gender issues
Demographic change and migration
Institutions, policies, and labor market outcomes
Development
Active labor market programs
Microfinance and financial regulations
Technological change
Social insurance
Skills and training programs
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Economic returns to education
Social returns to education
Schooling and higher education
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Demography
Family
Gender
Health
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Data
Methods
Country labor markets
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  • Home
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  • July 2016 Newsletter
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Bloomsbury
IZA World of Labor Bulletin
July 2016
 
Spotlight on: Gender diversity and equality
Gender Diversity
Last week Britain saw its second ever female Prime Minister, Theresa May, take office. Mrs May—the first party-elected female leader of either of Britain’s two main political parties since Margaret Thatcher was voted leader of the Conservative Party in 1975—then promptly named her new 24-person cabinet, which includes seven women.

This prompts the question, why, even though there are over 190 countries in the world, are there only seven female heads of government and 13 heads of state, including German Chancellor Angela Merkel, Prime Minister of Bangladesh Sheikh Hasina, and South-Korean President Park Geun-hye? 

It may be argued, in some cases, that societal and cultural patriarchy discourage women from trying to gain positions of power, both politically and in other professional organizations. However, many Western countries that are considered forward-thinking, and models of 21st-century equality, such as France and the US, have never had female heads of state. Furthermore, as of October 2015, only 14 Fortune 500 companies had female CEOs, a 41.7% decrease from the previous year, when there were 24. Subsequently, questions remain as to which factors prevent female representation in both politics and the boardroom, and how they should be combated.  

Below are some further articles on gender diversity within professional environments.

  • Nina Smith, Gender quotas on boards of directors
  • Ghazala Azmat, Gender diversity in teams
  • Mario Lackner, Gender differences in competitiveness

These articles ask whether increased female presence on company boards improve performance, and whether attitude differences between men and women contribute to labor market performance?

Nina Smith writes: "Variations between countries and between types of firm could mean that having more women on the board is advantageous in some circumstances but not in others," and Ghazala Azmat notes that: "Policies promoting diversity are intended to make society fairer, faster. While such policies are often controversial [...] greater female representation might become a model for other women, who will be better prepared."

Mario Lackner explains in his article that men generally have a higher level of competitiveness than women, and that this, in addition to discrimination, can affect labor market outcomes. He also discusses possible solutions to counter this as he adds that: "One potential policy measure that would help is to undertake reforms of the educational system to encourage competitive attitudes." 

More articles on gender divides.

Top stories
News and views in labor economics
  • British Prime Minister Theresa May, has called for reform of corporate governance, including worker representation on company boards and measures to address excessive boardroom salaries. Read more.
  • In its latest assessment of the American economy, the OECD concludes that the US is still making it difficult for women and African-Americans to contribute as much as they could to the economy. Learn more.
  • It is increasingly likely that the millennial generation in the US will never retire, as lifespans and the cost of the living continue to rise.Find out more.
Latest articles
Newly published articles from IZA World of Labor
  • Estimating the return to schooling using the Mincer equation, by Harry Anthony Patrinos
  • Access to public transport and labor informality, by Ana I. Moreno-Monroy
  • Can higher education reduce inequality in developing countires, by Abebe Shimeles
  • Efficiency wages: Variants and implications by Ekkehart Schlicht
  • Low-wage employment by Claus Schnabel

Visit the IZA World of Labor site for more concise, informative, evidence-based articles across the spectrum of labor economics.

Commentary
Recently published opinion pieces
  • Are home births safe for everyone? by N. Meltem Daysal
  • Does having a child in your teens change your economic future? by Phillip B. Levine
  • Weighing more and earning less: The hidden individual costs of obesity by Susan L. Averett
  • Brexit: Implications for UK labor by Daniel S Hamermesh

Read more opinion pieces here.

Publishing soon - Information for journalists
Please contact Anna.VonHahn@Bloomsbury.com for more information, if you would like exclusive access to an article, or for an exclusive author interview.
  • Using standard earning equations to estimate the return to schooling: The Mincer equation - arguably the most widely used in empirical work - can be used to explain a host of economic, and even non-economic, phenomena.
  • The relationship between recessions and health: While recessions are known to have negative effects on individuals' mental health and lead to an increase in suicides, it has been proven that recessions reduce mortality rates.
  • Public or private job placement services - which are more effective? None of the recent empirical evidence indicates that contracting-out is necessarily more effective or more efficient than public employment services.
  • Ethnic networks and location choice: As international migration into culturally diverse countries increases, ethnic networks will be important considerations in managing immigration selection, language proficiency requirements and regional economic policies.
Events
Upcoming events and calls for papers
  • 15th IZA/SOLE Transatlantic Meeting of Labor Economists, 27-31 July. This year's meeting will be held in Bavaria Germany. 
  • 31st Annual Congress of the European Economic Association (EEA), 22-26 August. The joint committee of the University (Geneva School of Economics and Management) and the Graduate Institute of International Development Studies of Geneva will host the 31st annual congress of the European Economic Association and the 69th meeting of the Econometric Society
  • 4th IZA Conference on Labor Market Effects of Environmental Policies, 1-2 September  IZA aim to bring together researchers analyzing wide labor market impacts of environmental policies. Submissions of papers providing credible empirical evidence regarding effects on sector energy prices, industrial output and employment and more are encouraged. Find full information here.
  • 31st annual Conference of the Italian Association of Labor Economists, 22-23 September. The conference will be hosted by the University of Trento, and the programme includes invited lecturers, and parallel and poster sessions, as well as providing the opportunity to analyse and discuss issues related to the functioning of the labor market as well as develop research collaborations.
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  • Latest Articles
    • The merits of teacher assessment versus external exams to measure student achievement

      Gill Wyness, Olivier Cassagneau-Francis
    • Gender quotas on corporate boards of directors

      Nina Smith, Emma Von Essen
    • Female labor force participation and development

      Sher Verick
    • Machine learning for causal inference in economics

      Anthony Strittmatter
    • Environmental regulations and business decisions

      Wayne B. Gray, Ron Shadbegian
    • Innovation and employment in the era of artificial intelligence

      Marco Vivarelli, Guillermo Arenas Díaz
    • Hiring discrimination across vulnerable groups

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    • Artificial intelligence and labor market outcomes

      Nick Drydakis
    • Anonymous job applications and hiring discrimination

      Ulf Rinne
    • Female education and socioeconomic outcomes

      Pinar M Gunes
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