divendres, d’agost 27, 2021
dilluns, d’agost 23, 2021
stardate: res no s'oposa a la nit
El vi l'havia fet alegre, després esquerp, ara el vi el feia estúpid i l'adormia, amb gran alleujament per part de tothom.
La Lucile va morir tal com desitjava: viva.
dissabte, d’agost 21, 2021
dimarts, de juny 29, 2021
stardate: els objectius de les dones
ursula k. le guin
el nom del món és bosc
No hi ha res que m'agradi més de tots els escrits de Freud que l'asserció que l'obra de l'artista està motivada pel desig "d'assolir l'honor, el poder, la riquesa, la fama, i l'amor de les dones."
...
Hi ha hagut artistes que hi han estat d'acord; Ernest Hemingway, per exemple; com a mínim, va dir que escrivia per diners, i com que era un artista honorat, poderós, ric, famós i estimat per les dones, devia saber de què parlava.
...
Riches I hold in esteem,
And love I laugh to scorn,
And lust of fame was but a dream
That vanished with the morn.
And if I pray, the only prayer
That moves my lips for me
Is, 'Leave the heart that now I bear,
And give me liberty!'
....
Les riqueses tinc en poca estima,
I de l'amor amb menyspreu me'n ric,
I el desig de fama va ser la fantasia
que amb l'albada va morir.
I l'única pregària, si prego,
que aconsegueixo pronunciar
És "Deixa el cor que ara poseeixo,
I dona'm a canvi la llibertat!"
Emily Brontë
dimecres, de juny 23, 2021
stardate: encara ploro
moltes vegades, quan escolto les notícies, quan miro el 324, encara ploro.
durant les vacances no calia estar tant pendent de les notícies, perquè a l'agost no havia de passar res. jo m'havia reservat la sèrie downton abbey per veure-la durant les vacances. m'hi vaig posar i em vaig quedar totalment enganxada. no feia res més que posar-me un episodi rera l'altre. m'encanta endinsar-me del tot en la vida dels protagonistes de les sèries. i m'encanta riure i plorar amb ells. i això és el que vaig fer aquell estiu ... fins que vaig arribar al final de l'últim episodi. va passar exactament el dia 17 d'agost a les 17.10 de la tarda. en aquell moment vaig fer un sospir, vaig agafar aire i vaig decidir tornar a la vida real.
en un primer intent de posar-me al dia vaig obrir al mòbil la pàgina del diari ara i aleshores em vaig adonar del que estava passant: l'atemptat de les rambles en directe.
aquell dia vaig deixar de mirar sèries i em vaig connectar directament al 324. després dels atemptats van venir els fets del setembre, els de l'octubre, la repressió, les eleccions, ... des d'aleshores que mirant el 324 visc emocions semblants a les que abans vivia mirant sèries: em sento part molt propera de la vida dels protagonistes, poques vegades m'han fet riure i moltes m'han fet plorar. he plorat de tristesa, de ràbia, d'emoció, ...
avui tinc un nus a la gola. l'emoció provocada pels esdeveniments que s'esperen és molt forta. i quan posi les notícies tornaré a plorar.
dimarts, de juny 01, 2021
stardate: dones i promoció laboral
GLASS CEILING
women in academic economics in the us: 28.8% of phd graduates and 13.9% of full professors (CSWEP 2017)
supply side: less likely to apply for promotions
gender differences on psychological attributes (Akerlof and Kranton 2000, Bertrand 2011)
1) preference for competitive environments (NIederle and Vesterlund 2007, Buster et al. 2014)
2) bargaining abilities in the labor market (Babcock and Laschever 2003, Blackaby et al. 2005)
3) children and family tradeoffs (Fernández et al. 2004, Goldin 2006, Bertrand 2013, Bertrand et al. 2015)
demand side: less likely to be selected
gender-based discrimination (Goldin and Rouse 2000)
multiple equilibria:
women are paid less if expected to devote time to home production.
then: women exert less effort, obtain lower pay, devote more time to home work, thus fulfill the expectations.
ECB policy supporting diversity 2010, including explicit gender targets has implied (Hospido, Laeven and Lamo 2020):
1) wage gap emerge within a few years of hiring, and grows steadily with tenure.
2) women are less likely to be promoted prior to the change in policy, and the promotion gap disappears after it.
3) women are less likely to apply for promotion before the change. application gap is larger for women that compete within a stronger peer group (Niederle and Vesterlund 2007)
4) application gap remains after policy change.
5) following promotion women perform better in terms of salary progression
women are less likely to receive outside offers (Bosquet et al. 2019)
career progression is faster for women with female bosses (Kunze and Miller 2017)
conditional on publication in a top academic journal, women have higher citations (Card et al. 2020)
women in academic economics in the us: 28.8% of phd graduates and 13.9% of full professors (CSWEP 2017)
supply side: less likely to apply for promotions
gender differences on psychological attributes (Akerlof and Kranton 2000, Bertrand 2011)
1) preference for competitive environments (NIederle and Vesterlund 2007, Buster et al. 2014)
2) bargaining abilities in the labor market (Babcock and Laschever 2003, Blackaby et al. 2005)
3) children and family tradeoffs (Fernández et al. 2004, Goldin 2006, Bertrand 2013, Bertrand et al. 2015)
demand side: less likely to be selected
gender-based discrimination (Goldin and Rouse 2000)
multiple equilibria:
women are paid less if expected to devote time to home production.
then: women exert less effort, obtain lower pay, devote more time to home work, thus fulfill the expectations.
ECB policy supporting diversity 2010, including explicit gender targets has implied (Hospido, Laeven and Lamo 2020):
1) wage gap emerge within a few years of hiring, and grows steadily with tenure.
2) women are less likely to be promoted prior to the change in policy, and the promotion gap disappears after it.
3) women are less likely to apply for promotion before the change. application gap is larger for women that compete within a stronger peer group (Niederle and Vesterlund 2007)
4) application gap remains after policy change.
5) following promotion women perform better in terms of salary progression
women are less likely to receive outside offers (Bosquet et al. 2019)
career progression is faster for women with female bosses (Kunze and Miller 2017)
conditional on publication in a top academic journal, women have higher citations (Card et al. 2020)
dissabte, d’abril 17, 2021
stardate: dones i treball
WAGE GAP
Women in the EU are less present in the labour market than men. The gender employment gap stood at 11.7% in 2019, with 67.3 % of women across the EU being employed compared to 79% of men (EU27 data).
The gender pay gap in the EU stands at 14.1% and has only changed minimally over the last decade. It means that women earn 14.1% on average less per hour than men. It has only changed minimally over the last decade
Women in the EU even earned 36.7% less than men overall in 2018. One of the reasons is the fact that on average women spend fewer hours in paid work than men: Whereas only 8% of men in the EU in 2019 worked in part-time, almost a third of women across the EU (30.7 %) did so.
differences in abilities and preferences over jobs (Polacheck 1081, Azmat and Ferrer 2017)
discrimination (Goldin and Rouse 2000)
women are more risk averse and less competitive (Gneezy et al. 2003, Niederle and Vesterlund 2007, Buse et al. 2014)
men are moreover-confident (Barber and Odean 2001, Bordalo et al. 2019)
both men and women rate male applicants higher for jobs that require math skills (Moss-Racusin et al. 2012)
legislation that increases pay transparency reduces gender pay gap (Bennedsen at al. 2019)
women are more severely punished for financial misconduct (Egan et al. 2019)
female executives are more likely to exit following industry-wide contractions (Landsman 2018)
career-family balance produce job interruptions and reduce earning growth (Lazear and Rosen 1990, Goldin 2014, bertrand et al. 2010, Kunze 2020, Bertrand 2013)
educational differences are not an issue (Goldin et al. 2006)
women take longer in obtaining promotions (Ginther and Hayes 1999, Ginther and Kahn 2004)
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