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Preferences for Gender Diversity in High-Profile Jobs

Author

Listed:
  • Celina Högn
  • Lea Mayer
  • Johannes Rincke
  • Erwin Winkler

Abstract

This paper examines preferences for gender diversity among co-workers. Using stated-choice experiments with 5,400 PhD students and university students in Germany, we uncover a substantial willingness to pay (WTP) for gender diversity of up to 5% of earnings on average. Importantly, we find that women have a much higher WTP for gender diversity than men. While the WTP differs by career ambition, competitiveness, and family preferences, we find that gender differences in traits and preferences cannot explain gender differences in the WTP for diversity. Our findings provide an explanation for differential sorting of men and women into high-profile jobs based on the share of female co-workers.

Suggested Citation

  • Celina Högn & Lea Mayer & Johannes Rincke & Erwin Winkler, 2025. "Preferences for Gender Diversity in High-Profile Jobs," CESifo Working Paper Series 11732, CESifo.
    • Handle: RePEc:ces:ceswps:_11732
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    File URL: https://www.cesifo.org/DocDL/cesifo1_wp11732.pdf
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    More about this item

    Keywords

    gender diversity; gender differences; preferences; willingness to pay; stated choice experiment;
    All these keywords.

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods

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