Scholars have long proposed that gender inequalities in wages are narrowed by organizational policies to advance gender equality. Using cross-sectional data, scarce previous research has found an association between gender wage inequalities and these organizational policies, but it remains unclear whether this correlation represents a causal effect. We provide first evidence on this topic by using longitudinal linked employer–employee data covering almost 1,500 firms and nearly one million employee observations in Germany. We investigate whether and how organizational policies affect gender gaps using firm fixed-effects regressions. Our results show that organizational policies reduce the gender wage gap by around nine percent overall. Investigating channels, we show that this effect is entirely driven by advancing women already employed at a given firm, whereas we find no effect on firms' composition and wages of new hires. Furthermore, we show that our findings are not driven by potential sources of bias, such as reverse causality.

中文翻译：

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组织政策是否缩小了性别不平等？来自纵向雇主-雇员数据的新证据

长期以来，学者们一直提出，工资方面的性别不平等可以通过组织政策来缩小，以促进性别平等。使用横截面数据，之前很少有研究发现性别工资不平等与这些组织政策之间存在关联，但尚不清楚这种相关性是否代表因果关系。我们通过使用涵盖德国近 1,500 家公司和近 100 万名员工观察的纵向链接的雇主-雇员数据，提供了关于该主题的第一个证据。我们使用公司固定效应回归调查组织政策是否以及如何影响性别差距。我们的结果表明，组织政策总体上将性别工资差距缩小了约 9%。调查渠道，我们表明，这种影响完全是由提升已在特定公司就业的女性推动的，而我们发现对公司的构成和新员工的工资没有影响。此外，我们表明我们的发现不受潜在偏见来源的驱动，例如反向因果关系。