薪酬透明与性别平等
Pay Transparency and Gender Equality
American Economic Journal: Economic Policy · 2025 · [{"name": "Jack Blundell", "affiliation": ["London School of Economics and Political Science"]}, {"name": "Emma Duchini", "affiliation": ["University of Essex"]}, {"name": "Ştefania Simion", "affiliation": ["University of Bristol"]}, {"name": "Arthur Turrell", "affiliation": ["Bank of England"]}]
中文摘要
自2018年起，英国员工人数至少250人的企业被强制要求公开披露性别平等指标。利用这一强制要求在企业规模和时间维度上的差异，我们表明，薪酬透明度通过降低男性薪酬增长，使性别薪酬差距缩小了19%。通过结合不同来源的数据，我们还提供了提示性证据，表明平等指标的公开可得性增强了公众监督；进而，面临更多公众监督的雇主似乎将其性别薪酬差距缩小得最多。（JEL D22, J16, J24, J31, L25）
Abstract
Since 2018, UK firms with at least 250 employees have been mandated to publicly disclose gender equality indicators. Exploiting variations in this mandate across firm size and time, we show that pay transparency closes 19 percent of the gender pay gap by reducing men’s pay growth. By combining different sources of data, we also provide suggestive evidence that the public availability of the equality indicators enhances public scrutiny. In turn, employers more exposed to public scrutiny seem to reduce their gender pay gap the most. (JEL D22, J16, J24, J31, L25)