Aarhus University, Denmark, and IZA, Germany
IZA World of Labor role
Author, Topic spokesperson
Gender gap, Top management positions, Gender quotas, Board of directors, Childcare
Danish - Native speaker, English - Non-native speaker, German - Non-native speaker
Print, Digital, Television, Radio
Professor, School of Economics and Management, Aarhus University, Denmark, and Research Fellow, IZA, Germany
Positions/functions as a policy advisor
Member of the Council of Economic Advisors; Member of several government commissions and councils; Chairman of the Danish independent Research Council (2004–2007); Chairman of KORA (Danish Institute for Regional and Local Government Research)
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).
Little evidence that gender quotas for women on boards of directors improve firm performanceNina Smith, May 2014Arguments for increasing gender diversity on boards of directors range from ensuring equal opportunity to improving firm performance, but the empirical results are mixed and often negative. Current research does not justify gender quotas on grounds of economic efficiency. Furthermore, in most countries the number of women qualified to join boards of directors is limited, and it is not clear from the evidence that quotas lead to a larger pool of qualified female candidates in the medium and long term.MoreLess