Using linked employer-employee data for Britain, we find a robust association between the share of female managers in the workplace and the size of the gender wage gap. In workplace fixed-effects estimates, the gap is eradicated when more than 60% of workplace managers are women, a scenario that obtains in around one fifth of all workplaces. The association between the share of female managers and the gender wage gap is more pronounced when workplace managers set pay at the workplace, and where employees are paid for performance. These findings are consistent with the proposition that women are more likely to be paid equitably when managers have discretion in the way they set pay or reward performance and those managers are women. They suggest that a stronger presence of women in managerial positions can help tackle the gender wage gap.

中文翻译：

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女人是为自己做的吗？女性经理与性别工资差距*

使用英国的雇主-雇员关联数据，我们发现工作场所中女性经理的比例与性别工资差距的大小之间存在密切关联。在工作场所的固定效应估计中，当超过 60% 的工作场所经理是女性时，这种差距就会消失，这种情况在大约五分之一的工作场所都会出现。当工作场所的管理者在工作场所设定薪酬并且员工按绩效获得报酬时，女性管理者的比例与性别工资差距之间的关联更加明显。这些发现与以下命题相一致，即当管理者在设定薪酬或奖励绩效的方式上有自由裁量权并且这些管理者是女性时，女性更有可能获得公平报酬。他们认为，女性在管理职位上的更多存在有助于解决性别工资差距。