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DATASET

Employees’ reaction to gender pay transparency: an online experiment

Collection: CCBI-DATA-PUBLIC : Behavioural Insights Public Archive: A Comprehensive Collection of Data Sets from Diverse Policy Areas and Methodologies carried out by the Competence Centre on Behavioural Insights 

Description

Replication package

Contact

Email
JRC-CCBI (at) ec.europa.eu

Contributors

How to cite

Marianna Baggio; Ginevra Marandola (2023): Employees’ reaction to gender pay transparency: an online experiment. European Commission, Joint Research Centre (JRC) [Dataset] PID: http://data.europa.eu/89h/34b6a48d-0349-4a68-b0a7-d14bf08d2506

Keywords

gender pay gap online experiment pay transparency

Data access

Replication package - Employee's reaction to gender pay transparency - an online experiment
Use conditions
European Commission reuse notice 
Access conditions
No limitations 
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Publications

Publication 2022
Employees’ reaction to gender pay transparency: an online experiment
Baggio, M. and Marandola, G., Employees’ reaction to gender pay transparency: an online experiment, ECONOMIC POLICY, ISSN 0266-4658 (online), 38 (113), 2022, p. 161–188, JRC126707.
  • OXFORD UNIV PRESS, OXFORD, ENGLAND
DOI
10.1093/epolic/eiac066
Publication page 
  • Abstract

    This study looks at the effects of transparency measures on employees’ behaviour by means of an online experiment. The aim of pay transparency measures is to make pay systems more transparent and increase available information on differences in pay levels by gender for individuals performing the same work or work of equal value, exposing gender pay discrimination. We find that pay transparency measures, by showing gender pay differences when these exist, did not significantly alter employees exerted effort. Despite the limitation of the methodology, strong evidence in support of the efficiency of pay transparency measures is presented: while the total number of request for compensations did not significantly change, who asked for compensation did. Pay transparency helps “eligible” employees understand that they are indeed in a situation where they could ask their rights to be uphold, while at the same time it helps “not eligible” employees with a “high wage” avoid the serious mistake of asking for a right to be uphold when the conditions are not met On the downside, our evidence shows that employees are more sensitive to relative wage with respect to own gender, rather than gender pay gap. This means that transparency measure may not be as effective in encouraging women to claim compensation when gender a gap exist.

Geographic areas

Germany Spain Poland

Additional information

Published by
European Commission, Joint Research Centre
Created date
2023-12-22
Modified date
2024-02-19
Issued date
2023-01-01
Landing page
https://academic.oup.com/economicpolicy/article/38/113/161/6865032 
Data theme(s)
Economy and finance, Population and society
Update frequency
other
Identifier
http://data.europa.eu/89h/34b6a48d-0349-4a68-b0a7-d14bf08d2506
Popularity