女性集体谈判：工会如何创造女性友好型工作

中文摘要

摘要我们研究工会在改善女性工作场所方面所发挥的作用。自2015年起，巴西最大的工会联合会将女性问题置于其议程的核心。利用工会是否隶属于该联合会这一差异所构建的双重差分（DID）设计，我们发现"为女性谈判"增加了集体谈判协议中以及实践中的女性友好型便利设施。这些变化促使女性排队应聘受处理企业的职位，并降低了她们从这些企业离职的比例——二者均为企业价值的显示偏好度量。我们没有发现这些收益是以牺牲工资、就业或企业利润为代价的证据。相反，更好的便利设施降低了员工流动率和缺勤率，表明工人满意度和努力程度有所提升。在女性最初占工人或工会领导者比例较低的地方，改善幅度更大。我们的研究结果表明，将工会优先事项转向女性，在未产生实质性权衡取舍的情况下改善了工作场所，并使工人和雇主均受益。这些发现展示了工会通过关注代表性较低工人的需求来提升工作场所质量的潜力。

Abstract

ABSTRACT We study the role of unions in improving workplaces for women. Starting in 2015, Brazil’s largest trade union federation made women central to its agenda. Using a difference-in-differences design that leverages variation in union affiliation to this federation, we find that “bargaining for women” increased female-friendly amenities in collective bargaining agreements and in practice. These changes led women to queue for jobs at treated establishments and separate from them less—both revealed-preference measures of firm value. We find no evidence that gains came at the expense of wages, employment, or firm profits. Better amenities instead reduced turnover and absenteeism, suggesting greater worker satisfaction and effort. Larger improvements occurred where women initially composed a lower share of workers or union leaders. Our findings show that shifting union priorities toward women improved workplaces without meaningful trade-offs and benefited both workers and employers. They illustrate the potential for unions to improve workplace quality by focusing on the needs of less represented workers.