| 来源类型 | Working Paper |
| 规范类型 | 报告 |
| DOI | 10.3386/w23242 |
| 来源ID | Working Paper 23242 |
| When Harry Fired Sally: The Double Standard in Punishing Misconduct | |
| Mark L. Egan; Gregor Matvos; Amit Seru | |
| 发表日期 | 2017-03-13 |
| 出版年 | 2017 |
| 语种 | 英语 |
| 摘要 | We examine gender differences in misconduct punishment in the financial advisory industry. We find evidence of a “gender punishment gap”: following an incident of misconduct, female advisers are 20% more likely to lose their jobs and 30% less likely to find new jobs relative to male advisers. Females face harsher outcomes despite engaging in misconduct that is 20% less costly and having a substantially lower propensity towards repeat offenses. The gender punishment gap in hiring and firing dissipates at firms with a greater percentage of female managers at the firm or local branch level. The gender punishment gap is not driven by gender differences in occupation (type of job, firm, market, or financial products handled), productivity, misconduct, or recidivism. We extend our analysis to explore the differential treatment of ethnic minority men and find similar patterns of “in-group” tolerance. Our evidence is inconsistent with a simple Bayesian model with profit maximizing firms and suggests instead that managers are more forgiving of missteps among members of their own gender/ethnic group. |
| 主题 | Microeconomics ; Households and Firms ; Financial Economics ; Financial Institutions ; Labor Economics ; Labor Discrimination |
| URL | https://www.nber.org/papers/w23242 |
| 来源智库 | National Bureau of Economic Research (United States) |
| 引用统计 | |
| 资源类型 | 智库出版物 |
| 条目标识符 | http://119.78.100.153/handle/2XGU8XDN/580916 |
| 推荐引用方式 GB/T 7714 | Mark L. Egan,Gregor Matvos,Amit Seru. When Harry Fired Sally: The Double Standard in Punishing Misconduct. 2017. |
| 条目包含的文件 | ||||||
| 文件名称/大小 | 资源类型 | 版本类型 | 开放类型 | 使用许可 | ||
| w23242.pdf（801KB） | 智库出版物 | 限制开放 | CC BY-NC-SA | 浏览 | ||
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