First, pay transparency increases women’s probability of working in above-median-wage occupations by 5 percent compared to the pre-policy mean. This analysis delivers four main findings. We test these theoretical predictions using a difference-in-differences strategy that exploits variations in the UK mandate across firm size and time. Coupled with the potential negative effects of unequal pay on firms’ reputation, this shock could improve women’s relative occupational and pay outcomes. Theoretically, pay transparency is meant to act as an information shock that alters the bargaining power of male and female employees vis-a-vis the firm in opposite ways. Each year since 2018, more than 10,000 UK firms have been required to disclose publicly their gender pay gap and gender composition along the wage distribution. This paper studies firms’ and employees’ responses to pay transparency requirements. ![]() The Warwick Economics Research Paper Series (TWERPS) from University of Warwick, Department of Economics Pay Transparency and Cracks in the Glass Ceiling
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