arXiv subjects

Lena Janys

Publications and source records attributed to Lena Janys.

4 recordsLinked to original sources

arXiv2026

A missed opportunity? Labor demand and workforce diversity

How do labor demand shocks affect workforce diversity in the absence of targeted diversity policies? A conceptual framework illustrates the potential trade-off between the demographic and quality composition of a workforce when there is a positive labor demand shock. Exploiting the German reunification as a natural experiment, we analyze the academic labor market where nearly all social sciences professors in East Germany were replaced while STEM faculty remained largely unchanged. Using administrative data and a regional difference-in-differences design, we find increased dispersion in the institutional quality of hires, indicating that the new hires came from less select departments. At the same time, female representation did not increase despite qualified women in the pipeline. Instead, East German hiring patterns converged to those in West Germany in terms of gender composition. In simulations, we investigate implied losses: Under conservative assumptions, we show that, considering the pipeline of qualified applicants, the marginal female hire's quality is approximately half a standard deviation higher than the marginal male hire's quality.

econ.EM↗

arXiv2022

Structural models for policy-making: Coping with parametric uncertainty

The ex-ante evaluation of policies using structural econometric models is based on estimated parameters as a stand-in for the true parameters. This practice ignores uncertainty in the counterfactual policy predictions of the model. We develop a generic approach that deals with parametric uncertainty using uncertainty sets and frames model-informed policy-making as a decision problem under uncertainty. The seminal human capital investment model by Keane and Wolpin (1997) provides a well-known, influential, and empirically-grounded test case. We document considerable uncertainty in the models's policy predictions and highlight the resulting policy recommendations obtained from using different formal rules of decision-making under uncertainty.

econ.EM↗

arXiv2022

Mental Health and Abortions among Young Women: Time-varying Unobserved Heterogeneity, Health Behaviors, and Risky Decisions

In this paper, we provide causal evidence on abortions and risky health behaviors as determinants of mental health development among young women. Using administrative in- and outpatient records from Sweden, we apply a novel grouped fixed-effects estimator proposed by Bonhomme and Manresa (2015) to allow for time-varying unobserved heterogeneity. We show that the positive association obtained from standard estimators shrinks to zero once we control for grouped time-varying unobserved heterogeneity. We estimate the group-specific profiles of unobserved heterogeneity, which reflect differences in unobserved risk to be diagnosed with a mental health condition. We then analyze mental health development and risky health behaviors other than unwanted pregnancies across groups. Our results suggest that these are determined by the same type of unobserved heterogeneity, which we attribute to the same unobserved process of decision-making. We develop and estimate a theoretical model of risky choices and mental health, in which mental health disparity across groups is generated by different degrees of self-control problems. Our findings imply that mental health concerns cannot be used to justify restrictive abortion policies. Moreover, potential self-control problems should be targeted as early as possible to combat future mental health consequences.

econ.GN↗

arXiv2021

Testing the Presence of Implicit Hiring Quotas with Application to German Universities

It is widely accepted that women are underrepresented in academia in general and economics in particular. This paper introduces a test to detect an under-researched form of hiring bias: implicit quotas. I derive a test under the Null of random hiring that requires no information about individual hires under some assumptions. I derive the asymptotic distribution of this test statistic and, as an alternative, propose a parametric bootstrap procedure that samples from the exact distribution. This test can be used to analyze a variety of other hiring settings. I analyze the distribution of female professors at German universities across 50 different disciplines. I show that the distribution of women, given the average number of women in the respective field, is highly unlikely to result from a random allocation of women across departments and more likely to stem from an implicit quota of one or two women on the department level. I also show that a large part of the variation in the share of women across STEM and non-STEM disciplines could be explained by a two-women quota on the department level. These findings have important implications for the potential effectiveness of policies aimed at reducing underrepresentation and providing evidence of how stakeholders perceive and evaluate diversity.

econ.EM↗