Postdoctoral Fellow
Selected Publications
“What is essential is visible to the eye: Saliency in primary school ranking and its effect on academic achievements” (pdf) (joint with Julien Hédou, Paolo Sestito and Falco Bargagli-Stoffi)
Abstract: We propose a new strategy to identify the impact of class rank, exploiting a “visible” primary school rank from teachers’ exam grades, and an “invisible” rank from unreported standardized test scores. Leveraging a unique panel dataset on Italian students, we show that the visible rank has a substantial impact on students’ perceptions, which affects subsequent academic performance. However, the effect of being surrounded by higher-SES or higher-achieving peers remains positive even accounting for the decrease in rank. Higher-ranked students self-select into high schools with higher average student achievements. Finally, exploiting an extensive survey, we identify psychological mechanisms channeling the rank effect.
“Balanced Boards, Balanced Wages: When Female Directors Shrink the Gender Wage Gaps” (pdf) (joint with Louise Paul-Delvaux)
Abstract: Gender board quotas have emerged as a policy of choice in many countries to tackle gender inequalities in the workplace. Introduced in 2010, France's 40% quota targets both listed and large unlisted companies. We examine its effectiveness by assessing its impact on the representation of women at the top of the firm hierarchy and on gender wage gaps. We first construct and analyze a dataset on the board composition of all French firms from 2008 to 2021. The average female board share rose from 11% in 2009 to 42% in 2021 for targeted listed firms, but only from 14% to 30% for targeted unlisted firms. Given the non-compliance of targeted non-listed firms, we use difference-in-differences and IV strategies comparing listed and non-targeted firms. We show that a higher female board share results in a higher probability of having a female CEO, and more women among top executives and top earners. It also helps women in the lower echelons by substantially reducing gender wage gaps across the wage distribution. Evidence suggests that the positive effect on women's representation at the top is primarily driven by external hires rather than internal promotions, while the reduction in gender wage gaps benefits both newly hired and incumbent employees at every echelon.
“Gender Gaps in the (Remote) Workplace” (with Louise Paul-Delvaux), In Progress
Abstract: We utilize an exhaustive access to employee panel data over 2005-2022 obtained from a French multinational, uniquely matching wages, positions within the firm, team organization, in and out of office presence and remote work tool usage. First, we aim to identify the effect of remote work on gender gaps. Second, we are interested in identifying the impact of remote work on productivity by gender, leveraging data on remote work tool usage.