We investigate conditions sufficient for identification of average treatment effects using instrumental variables. First we show that the existence of valid instruments is not sufficient to identify any meaningful average treatment effect. We then establish that the combination of an instrument and a condition on the relation between the instrument and the participation status is sufficient for identification of a local average treatment effect for those who can be induced to change their participation status by changing the value of the instrument. Finally we derive the probability limit of the standard IV estimator under these conditions. It is seen to be a weighted average of local average treatment effects.

Evolution and Rationality Some Recent Game-Theoretic Results. Identification and Estimation of Local Average Treatment Effects

Men and Women of the Corporation

www.mobilehealthmap.org 617‐442‐3200 New research shows that mobile health clinics improve health outcomes for hard to reach populations in cost‐effective and culturally competent ways . A Harvard Medical School study determined that for every dollar invested in a mobile health clinic, the US healthcare system saves $30 on average. Mobile health clinics, which offer a range of services from preventive screenings to asthma treatment, leverage their mobility to treat people in the convenience of their own communities. For example, a mobile health clinic in Baltimore, MD, has documented savings of $3,500 per child seen due to reduced asthma‐related hospitalizations. The estimated 2,000 mobile health clinics across the country are providing similarly cost‐effective access to healthcare for a wide range of populations. Many successful mobile health clinics cite their ability to foster trusting relationships. Qualitative research in such mobile health clinics has found that patients value the informal, familiar environment in a convenient location, with staff who “are easy to talk to,” and that the staff’s “marriage of professional and personal discourses” provides patients the space to disclose information themselves. A communications academic argued that mobile health clinics’ unique use of space is important in facilitating these relationships. Mobile health clinics park in the heart of the community in familiar spaces, like shopping centers or bus stations, which lend themselves to the local community atmosphere.

Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care

Economics Of Discrimination

In 2003, a new law required that 40 percent of Norwegian firms’ directors be women – at the time only nine percent of directors were women. We use the pre-quota cross-sectional variation in female board representation to instrument for exogenous changes to corporate boards following the quota. We find that the constraint imposed by the quota caused a significant drop in the stock price at the announcement of the law and a large decline in Tobin’s Q over the following years, consistent with the idea that firms choose boards to maximize value. The quota led to younger and less experienced boards, increases in leverage and acquisitions, and deterioration in operating performance, consistent with less capable boards.

The Changing of the Boards: The Impact on Firm Valuation of Mandated Female Board Representation

This paper studies the impact of gender quotas for corporate board seats on corporate decisions. We examine the introduction of Norway’s 2006 quota, comparing affected firms to other Nordic companies, public and private, that were unaffected by the rule. We find that affected firms undertook fewer workforce reductions than comparison firms, increasing relative labor costs and employment levels and reducing short-term profits. The effects are strongest among firms without female board members beforehand and are present even for boards with older and more experienced members afterward. The boards appear to be affecting corporate strategy in part by selecting likeminded executives.

/pdf/a-female-style-in-corporate-leadership-evidence-from-quotas-1f2qn1mk34.pdf

A Female Style in Corporate Leadership? Evidence from Quotas

This paper estimates the effects of motherhood timing on female career path, using biological fertility shocks to instrument for age at first birth. Motherhood delay leads to a substantial increase in earnings of 9% per year of delay, an increase in wages of 3%, and an increase in work hours of 6%. Supporting a human capital story, the advantage is largest for college-educated women and those in professional and managerial occupations. Panel estimation reveals both fixed wage penalties and lower returns to experience for mothers, suggesting that a “mommy track” is the source of the timing effect.

/pdf/the-effects-of-motherhood-timing-on-career-path-1q3bm0lr43.pdf

The effects of motherhood timing on career path

This paper studies the impact of gender quotas for corporate board seats on corporate decisions. We examine the introduction of Norway’s 2006 quota, comparing affected firms to other Nordic companies, public and private, that are unaffected by the rule. We find that affected firms undertake fewer workforce reductions than comparison firms, increasing relative labor costs and employment levels and reducing short-term profits. The effects are strongest among firms without female board members beforehand and are present even for boards with older and more experienced members afterward. The boards appear to be affecting corporate strategy in part by selecting like-minded executives. (JEL G34, J16, J78, M12, M51)

https://pubs.aeaweb.org/doi/pdfplus/10.1257/app.5.3.136

This paper examines the role of women helping women in corporate America. Using a merged panel of directors and executives for large U.S. corporations between 1997 and 2009, we find a positive association between the female share of the board of directors in the previous year and the female share among current top executives. The relationship’s timing suggests that causality runs from boards to managers and not the reverse. This pattern of women helping women at the highest levels of firm leadership highlights the continued importance of a demand-side “glass ceiling” in explaining the slow progress of women in business.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID1748945_code524777.pdf?abstractid=1709462&rulid=89798&mirid=2

Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership

/pdf/chipping-away-at-the-glass-ceiling-gender-spillovers-in-4na5xl21ok.pdf

Amalia R. Miller

Papers

A Female Style in Corporate Leadership? Evidence from Quotas

The effects of motherhood timing on career path

A Female Style in Corporate Leadership? Evidence from Quotas

Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership

Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership