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Ghazala Azmat

Sciences Po, France

IZA World of Labor role

Author, Topic spokesperson

Expertise

Gender economics: labor market, Gender economics: education, Rank incentives, Relative performance feedback, In-work benefits, Tax credits

Country

United Kingdom, France

Languages

English - Native speaker

Media experience

Print, Digital, Television

Email

ghazala.azmat@sciencespo.fr

Phone

33 145497639

Current position

Professor of Economics, Sciences Po, France

Website

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

Positions/functions as a policy advisor

Specialist Advisor 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. Guell and A. Manning).

  • “Competition among contests.” RAND Journal of Economics 40:4 (2009): 743–768 (with M. Möller).

  • “The importance of relative performance feedback information: Evidence from a natural experiment using high school students.” Journal of Public Economics 94:7–8 (2010): 435–452 (with N. Iriberri).

  • “The impact of gender composition on team performance and decision-making: Evidence from the field.” Management Science 58:1 (2012): 73–98 (with J. Apesteguia and N. Iriberri).

  • “Privatization, entry regulation and the decline of labor’s share in GDP: A cross-country analysis of the network industries.” Economica 79 (2012): 470–492 (with A. Manning and J. Van Reenen).

article(s)

  • Gender diversity in teams

    Greater representation of women on decision-making teams may better represent women’s preferences but may not help economic performance

    Ghazala Azmat, May 2014
    Women’s representation on corporate boards, political committees, and other teams is increasing, in part because of legal mandates. Understanding the effects of gender diversity in terms of economic performance is important to assess the impact of these changes. Data on team dynamics and gender differences in preferences (risk-taking behavior, taste for competition, prosocial behavior) show how gender composition influences group decision-making and subsequent performance through channels such as investment decisions, internal management, corporate governance, and social responsibility.
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