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Report
Preference for the workplace, investment in human capital, and gender
We use a hypothetical choice methodology to estimate preferences for workplace attributes and quantify how much these preferences influence pre-labor-market human capital investments. This method robustly identifies preferences for various job attributes, free from omitted variable bias and free from considering the equilibrium job match. Women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and actual job choices, ...
Discussion Paper
Valuing Workplace Benefits
Workplace benefits—such as parental leave, sick leave, and flexible work arrangements—are increasingly being recognized as important determinants of differences in labor supply behavior, education and occupation choice, inequality in wages, and gender disparities in labor market outcomes. Researchers have argued that the failure of the United States to keep pace in providing more generous workplace benefits accounts for 29 percent of the decline in the nation’s labor force participation rate for women relative to that of other high-income countries in the Organisation for Economic ...