Preferences for gender diversity in high-profile jobs

Högn C, Mayer L, Rincke J, Winkler E (2026)

Publication Type: Journal article

Publication year: 2026

Journal

Labour Economics Elsevier

Book Volume: 99

Article Number: 102857

DOI: 10.1016/j.labeco.2026.102857

Abstract

This paper examines preferences for gender diversity among co-workers. Using stated-choice experiments with more than 9,200 professors, Ph.D. 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 and related characteristics like competitiveness and family preferences, we find that gender differences in these dimensions cannot explain the gender gap 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.

Authors with CRIS profile

Celina Högn Lehrstuhl für Volkswirtschaftslehre, insbesondere Wirtschaftspolitik Lea Mayer Lehrstuhl für Volkswirtschaftslehre, insbesondere Wirtschaftspolitik Johannes Rincke Lehrstuhl für Volkswirtschaftslehre, insbesondere Wirtschaftspolitik Erwin Winkler Lehrstuhl für Statistik und empirische Wirtschaftsforschung

How to cite

APA:

Högn, C., Mayer, L., Rincke, J., & Winkler, E. (2026). Preferences for gender diversity in high-profile jobs. Labour Economics, 99. https://doi.org/10.1016/j.labeco.2026.102857

MLA:

Högn, Celina, et al. "Preferences for gender diversity in high-profile jobs." Labour Economics 99 (2026).

BibTeX: Download