SUERF and Banque de France Conference "Gender, the Economy and Digitalization"
Tuesday, 8th March 2022 online via Cisco Webex, 15:00-17:15 CET

The COVID pandemic and other major current economic challenges accentuate the role of economic perceptions for economic agents’ behavior, for optimal economic policy responses and their communication. In the financial sphere, the role of Fintech challenges established financial institutions’ business models and at the same time requires consumers to quickly and sharply adjust their user behavior of financial and payments services. What role does gender play in these fields? Does gender influence perceptions and the speed and mode of adjustment to new economic developments and to rapidly changing financial services towards Fintech? How can the gender mix among experts, policy and decision makers affect the conception and development of economic policy responses and of Fintech, to ensure fair and equal access and benefits for all, irrespective of gender? This meeting will bring together policy makers, academics, and financial industry representatives to address gender-related aspects and to share best practices in the field.

Alma Cohen, Moshe Hazan, David Weiss, 08 March 2021

The gender gap in corporate America is increasingly well documented, but the literature has not yet examined how a CEO’s political preferences might be associated with gender equality in the executive suite. Focusing on the US, this column compares the fraction of a CEO’s political contributions that went to Republican, rather than Democratic, candidates and the gender balance among top executives (excluding the CEO). Companies run by a CEO who only donates to Democrats employ a 15–25% higher fraction of women in the executive suite than those run by CEOs who only donate to Republicans.

Christine Lagarde, Jonathan D. Ostry, 05 December 2018

The persistent gap between female and male labour force participation comes at a significant economic cost. This column argues that because women and men complement each other in the production process, the economic benefits from gender diversity are likely to be larger than suggested by previous studies. Gender complementarity also has important implications for the welfare costs from barriers to female labour force participation. The case for gender equity is even more compelling and pressing.

Vera Rocha, Mirjam van Praag, 10 March 2018

Women are substantially underrepresented in the areas of new venture creation and entrepreneurship. Using Danish data, this column examines an important social interaction that has been relatively overlooked as a possible influence on entrepreneurship choices – the relationship between bosses and employees in start-up firms. Working for a female founder has a strong positive effect on female employees’ likelihood of going on to found their own venture, pointing to the benefits of improving representation at the top.

Donato Masciandaro, Paola Profeta, Davide Romelli, 26 November 2015

Not much is known about the drivers of gender diversity in monetary policy committees. This column presents new research suggesting that gender preferences may be endogenous with respect to the overall structural and institutional settings. Higher female representation is associated with higher levels of central bank independence and lower involvement of the central bank in both banking and financial sector supervision. 

Hiromi Ishizuka, 10 July 2014

Japan has one of the highest labour market gender gaps among the advanced economies. This column examines the current status of gender diversity in management in Japan, China, and South Korea. Despite some pronounced differences, economic gender gaps are large in all of the three countries. But overall, gender diversity in management in Japan is slowly beginning to emerge.

Johanne Grosvold, Stephen Pavelin, Ian Tonks, 27 March 2012

It is no secret that men outnumber women in the boardroom many times over. This column looks at the latest government efforts to redress this imbalance, particularly in the UK, and asks why so few companies are willing to increase the number of women on their board.


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