CSWEP ISSUE FOCUS Interview with 2017 Proactive Efforts to Increase Bell Award Winner Diversity and Inclusion Rachel T

Published three times annually by the American Economic Association’s Committee on the Status of Women news in the Economics Profession. 2018 ISSUE III

IN THISCSWEP ISSUE FOCUS Interview with 2017 Proactive Efforts to Increase Bell Award Winner Diversity and Inclusion Rachel T. A. Croson Introduction by Elizabeth Klee ...... 3 A Perspective from the Federal Tanya Rosenblat Reserve Board by Daniel Coveitz & Karen Pence . . . 4 Rachel T. A. Croson, Dean of the College of Social Science and MSU Foundation Applying Lessons from First- Professor of Economics at Michigan Generation Students to Women in State University is the recipient of the Economics by Fernanda Nechio . . 5 2017 Carolyn Shaw Bell Award. Given Countering Gender Bias and annually since 1998 by the Ameri- Improving Gender Balance can Economic Association’s (AEA) increasing our understanding of how by David Romer & Justin Wolfers . . . 7 Committee on the Status of Women in women can advance in the economics From the CSWEP Chair the Economics Profession (CSWEP), profession, or mentoring others. the Bell Award recognizes and honors Dr. Croson earned her undergradu- Chair’s Letter by Shelly Lundberg . .2 an individual who has furthered the sta- ate degree from the University of Penn- tus of women in the economics profes- sylvania, with a double major in Eco- Honors & Announcements sion through example, achievements, nomics and Philosophy and a minor in Interview with Bell Award Winner continues on page 9 Rachel T . A . Croson by Tanya Rosenblat ...... 1 Brag Box ...... 20 Judith Chevalier is Next Chair of CSWEP Calls ...... 14 CSWEP Sessions . . . .16 In January 2019, Professor Judith Professor Chevalier is the author Chevalier will take the helm of the AEA of numerous articles in the areas of fi- Committee on the Status of Women nance, industrial organization, market- in the Economics Profession. Judy is ing, the gig economy, and the digital the William S. Beinecke Professor of economy. She is a past co-editor of the Economics and Finance at the Yale American Economic Review and the Rand School of Management. She is also Journal of Economics. She has served on a research associate at the Nation- the Executive Committee of the Ameri- al Bureau of Economic Research in can Economic Association, and current- the Industrial Organization pro- ly serves on the Board of Directors of gram. She received her BA from the Industrial Organization Society. Yale and her Ph.D. in Economics In 1998, Professor Chevalier was the from the Massachusetts Institute inaugural recipient of CSWEP’s Elaine of Technology. Since earning her Bennett Research Prize, and she previ- Ph.D., she has served on the fac- ously served as a member of the CSWEP ulties of Harvard University, the Board from January 2002 to December University of Chicago, and Yale. 2004. Welcome back, Judy!

For Free Digital Subscriptions, email [email protected] Forward the CSWEP News to colleagues and graduate students. Contributors Shelly Lundberg, Shelly Lundberg From the Chair Leonard Broom Professor of Demography, Department of Economics, University Congratulations to Rohini Pande, the Economic History (organized by Leah of California, Santa recipient of the 2018 Carolyn Shaw Bell Boustan and Carola Frydman), Micro- Barbara Award for her contributions to the sta- economic Theory (organized by Marina tus of women in economics, and to Me- Halac and Vasiliki Skreta), and Econom- lissa Dell, the winner of the 2018 Elaine ics of Gender (including two sessions Daniel Covitz, Bennett Research Prize. Dr. Pande is on Gender in the Economics Profession Deputy Director, Rafik Hariri Professor of International and organized by Amalia Miller, Shahi- Research and Statistics, Political Economy at Harvard Kennedy na Amin, and Jeanne Lafortune). These Federal Reserve Board of Governors School and an accomplished develop- sessions provide an important on-ramp ment scholar who is being honored for to the AEA conference for junior schol- her extensive mentoring of junior econ- ars, and placement in them continues omists and her efforts to promote gen- to be highly competitive. Elizabeth Klee, Mentoring has always been at the Associate Director, der parity in economics. Dr. Dell is a Division of Financial Professor of Economics at Harvard Uni- core of CSWEP’s mission, and we will Stability, Federal Reserve versity who has made fundamental con- be sponsoring several mentoring events Board of Governors tributions to development economics, at the 2019 AEA Meeting. Mentoring political economy, and economic histo- Breakfasts for Junior Economists, orga- ry in the early years of her career. These nized by Amalia Miller, are scheduled Fernanda Nechio, for Friday, January 5 and Sunday, Janu- Research Advisor, awards will be presented at the CSWEP International Research, Luncheon and Awards Ceremony dur- ary 6 from 8:00 AM–10:00 AM . Senior Federal Reserve Bank of ing the 2019 AEA Meeting in Atlanta economists will be available to answer San Francisco GA. This event is scheduled for 12:30– questions and provide advice at topic- 2:15, Friday January 4 at the Atlanta Mar- themed tables. Feedback from previ- riott Marquis, and the celebration will ous participants in these breakfasts has Karen Pence, continue at a reception that evening been overwhelmingly positive. We en- Assistant Director, Research and Statistics, from 6:00–7:30 PM . On behalf of the courage economists within six years Federal Reserve Board CSWEP Board I invite you join us to cel- of their PhD as well as graduate stu- of Governors ebrate the contributions of Rohini, Me- dents on the job market to preregister lissa, and previous CSWEP award win- for these events (details in this issue ners. Register in advance for this event and at cswep.org) and participate. We David Romer, at cswep.org. will also be offering a Mentoring Break- Herman Royer Professor CSWEP will have a full program of fast for Mid-Career Economists, sched- in Political Economy, University of California, events at the 2019 AEA/ASSA Meeting uled for Saturday, January 5 from 8:00 Berkeley in Atlanta including paper sessions, AM–10:00 AM and organized by Ragan mentoring programs, and presentation Petrie. At the end of the AEA Meeting, of the 2018 Annual Report on the Status the 2019 CeMENT Mentoring Work- Tanya Rosenblat, of Women in the Economics Profession at shop for Faculty in Doctoral Programs Associate Professor of the CSWEP Luncheon. One new event will begin under the leadership of Di- Information, School will be a panel on @Twitter Tips for rector Martha Bailey. This intensive and of Information, and Associate Professor of Success: Social Media for Economists effective mentoring experience is con- Economics, College of on Sunday, January 6 at 10:30–12:15, sistently oversubscribed and relies on Literature, Science, and the Arts, University of organized by Marie Mora and moderat- generous donations of time from senior Michigan ed by Susan Dynarski. A panel of well- mentors. Many thanks to all the men- followed economists who use Twitter tors, organizers, and participants who Justin Wolfers, Professor of Economics, in different ways to promote research, make CSWEP’s schedule at the meet- College of Literature, prompt discussion, and build sup- ings so busy and productive. Science, and the Arts, and Professor of Public portive communities will discuss their Articles in the Focus section of this Policy, Gerald R. Ford strategies and offer advice to new us- issue of CSWEP News, edited and intro- School of Public Policy, ers. CSWEP paper sessions at the AEA duced by Elizabeth Klee, reflect on a set University of Michigan Meeting cover three research areas: of active institutional efforts to reduce

2 CSWEP NEWS From the Chair gender bias and increase diversity, including adoption of inclusion criteria FOCUS on Proactive Efforts to for conference programs and establish- ing clear metrics for promotion. Beth Increase Diversity and Inclusion notes the importance of information structures in these reforms, many of which include “conscious steps to make opaque processes transparent.” This is- Elizabeth Klee sue of News also includes an interview In 1996, then-CSWEP chair Rebecca Blank authored a report in the American Eco- with Rachel Croson, the recipient of the nomic Association’s Papers and Proceedings that showed the progress of women 2017 Carolyn Shaw Bell Award by Tanya in the economics profession was meager at best.1 A rejoinder in 1999 discussed Rosenblat. In the interview, Rachel talks some “cracks” in the glass ceiling of economics—the article suggested that some about the importance of undergradu- of the worse career outcomes for women could be explained by “inferior produc- ate research experience in her path to tivity” or “gender differences in preferences for research,” and predicted that per- economics, her role in the founding haps the tide has turned.2 of CSWEP’s CeMENT mentoring pro- Twenty years later, the problems remain. There has been some growth in the gram (and its randomized evaluation), share of women in Ph.D. programs and some progress in the tenure outcomes for and how to make decisions about your women in the profession. Still, the growth has been lackluster at best, and stalled life and career. in recent years. A woman has only a little better shot at a tenured position now At the end of 2018, my term as than she did 20 years ago. CSWEP Chair will come to an end and Efforts are underway to change all that. This edition of the CSWEP newsletter Judy Chevalier will be stepping up as brings together reports on active steps taken to promote diversity and inclusion the new Chair (see her bio in this is- in economics. These include inclusion criteria for conference programs, clearly sue). The terms of at-large CSWEP outlining criteria for promotion, and deliberately encouraging historically under- board members Elizabeth Klee and represented groups to pursue careers in economics. Rather than relying on volun- Justin Wolfers and the second term of tary participation, these steps are consciously changing processes to foster inclu- Amalia Miller will also be ending, and sion. These steps help grow careers, so that “inferior productivity” is less likely to they will be replaced by Jonathan Gury- become an excuse. an, Petra Moser, and Karen Pence. I’m There are three broad lessons from these efforts. First, information structures very grateful for the opportunity to have matter. In a world of imperfect information, choices may be less than optimal. served in this position, and look forward Many of these efforts include conscious steps to make opaque processes trans- to the new energy, new perspectives, parent, particularly around career development. Imperfect information can also and new ideas that Judy and the 2019 compound implicit biases. Thus, deliberate steps to reveal information or to limit board will be bringing to CSWEP’s mis- biases can make a difference. sion of promoting and monitoring the Second, size matters. Acting in concert and in scale can make tangible differ- careers of women in economics. I’m ences. The efforts described here have the potential to reach thousands of econo- also very pleased to welcome our new mists, and hundreds of would-be economists. Reaching far and wide is powerful administrative assistant, Lauren Lewis, and can change lives. who has been doing a terrific job keep- Third, success matters, but not always. As you’ll see, some efforts to promote ining CSWEP activities moving forward clusion failed. But the act of trying to achieve primary aims generated positive spill- from a new base in the AEA offices in overs and got things moving in the right direction. Nashville. I’d also like to send a final On a personal level, I have noticed a change in the conversation. I have wit- thank you to all the members of the nessed colleagues more willing to speak up than in years past, both at junior and CSWEP community who have contrib- senior levels. This speaking up has been not only about diversity and inclusion, but uted so much as committee members, also about economics. Rather than focusing on “gender preferences,” there is focus mentors, event organizers, panelists, on including different perspectives when answering the problems of our times. authors, editors and CSWEP liaisons Listening to only one voice for solutions runs the risk of missing something impor- during the past three years. A lot of tant. Only with diversity and inclusion efforts will we be able to attract the best tal- good things would not have happened ent, move the profession forward, and elevate the societal impact of our profession. without you. Happy holidays! I hope to see you all 1 Blank, Rebecca M. “Report of the Committee on the Status of Women in the Economics Profession.” American Economic in Atlanta in January. Review, May 1996 (Papers and Proceedings), 86(2), pp. 502-6. Shelly 2 McDowell, J., Larry D. Singell, Jr., & Ziliak, J. (1999). Cracks in the Glass Ceiling: Gender and Promotion in the Economics Profession. The American Economic Review, 89(2), 392-396.

2018 ISSUE III 3 A Perspective from the Federal Reserve Board on Diversity and Inclusion in Economist Professional Development

Daniel Covitz and Karen Pence

The Federal Reserve Board is one of the create a supportive and satisfying work A second principle guiding our ini- largest employers of economists in the environment. tiatives is equal access to professional world, with more than 375 economists Being transparent about our pro- opportunities. For example, we review on staff, and hundreds more employed motion criteria also allows our econo- the allocation of assignments to ensure throughout the Federal Reserve System. mists to self-manage and self-advocate that all economists have rewarding and Developing and retaining a broad and for promotions. Indeed, our econo- challenging work. We aspire as well to diverse base of talent is essential in or- mists maintain “internal curriculum be intentional about the distribution of der for us to carry out our monetary pol- vitas” in which they keep track of their service assignments so that no group icy, regulatory, and financial stability re- accomplishments with respect to each bears a disproportionate load. We also sponsibilities as effectively as possible. of our promotion criteria. These crite- allow more flexible work schedules and We sketch out here some of the princi- ria include excellence along four dimen- more telework, challenging the notion ples underlying our ongoing efforts to sions: Academic economic research, that career success depends on long ensure that all economists on our staff policy analysis, effective communica- hours spent physically at the office, and have the tools and opportunities to con- tion, and, as described above, interac- allowing a broader array of individu- tribute fully to the mission of the Fed- tions with colleagues. The requirement als to take on and thrive in demanding eral Reserve and thrive as professional that economists maintain these vitas roles. Further, to address the possibil- economists.1 ensures that all economists are aware A core principle that informs all of of our criteria and are having regular our initiatives on staff development is conversations with their managers to transparency. In particular, we aim to ensure that their careers are on track. A large body of research on implicit provide clear, comprehensive, and ac- The internal vitas also provide us with biases has shown that hiring panels cessible information on the types of a way to make sure that we look at all unconsciously adjust their criteria skills, contributions, and behaviors we eligible economists when we make pro- in response to the candidates reward in performance reviews and motion decisions, eliminating the reli- that they see in a manner that with promotion, as well as the traits we ance on a single person (i.e., one’s man- disadvantages candidates from are looking for when hiring new manag- ager) for upward mobility within the underrepresented groups. ers. We avoid vaguely stated character- organization. istics that encourage purely subjective In addition to providing the informa- assessments. For example, that some- tion that our economists need to shape one might be easy to get along with is their careers, transparency may limit ity that some individuals might have not one of our criteria; instead, we as- implicit biases in promotion decisions. better networks than others, and that sess whether someone creates posi- A large body of research on implicit bi- this discrepancy might limit their op- tive externalities for the organization ases has shown that hiring panels un- portunities, we host regular “New Con- by helping colleagues advance their re- consciously adjust their criteria in re- nections” lunches to increase informal search or policy work or by helping to sponse to the candidates that they see networking and information-sharing in a manner that disadvantages candi- between more junior and senior staff. 1 Across the Federal Reserve Board and the Federal Reserve dates from underrepresented groups. Our third principle is that responsi- System, professional development and diversity and inclusion are priorities. Information on the Board’s diversity Implicit biases also have the potential to bility for inclusion rests on the entire and inclusion program is available at https://www.feder- corrupt promotion decisions. While the community, not just traditionally under- alreserve.gov/aboutthefed/diversityinclusion.htm. The presetting of hiring and promotion cri- represented groups. We hold monthly discussion here is about the efforts of the Financial Stability, meetings of a Diversity and Inclusion International Finance, Monetary Affairs, and Research and teria by itself likely helps mitigate these Statistics Divisions at the Federal Reserve Board; these four biases, transparent criteria are addition- Council, open to all staff, in which se- groups tend to coordinate on their policies and procedures ally if not critically helpful as they give nior leaders and more junior staff reflect and hire the majority of economists at the Board. This article our leaders an incentive to avoid uncon- together on which of our initiatives are reflects the perspectives of two officers within the Research and Statistics Division and is not a statement of official Board sciously “moving the goalposts.” succeeding and which are falling short. policy. We thank our colleagues for helpful comments on this We also galvanize the staff and develop a piece.

4 CSWEP NEWS A Perspective from the Fed shared vocabulary and understanding of Applying Lessons from First-Generation diversity and inclusion issues through town halls and conferences. For ex- Students to Women in Economics ample, at a town hall held in Novem- ber 2018, dozens of staff members gave Fernanda Nechio short presentations on twenty different diversity and inclusion initiatives sponsored by the economics divisions. The Early in my career as an economist, I Anne Case recently described in an list of initiatives includes outreach pro- got used to being the only woman in the interview.2 grams to high schools and colleges with room. Most, if not all, of my colleagues Some of these hurdles are similar to significant populations of students from were men. This was true when I was a those faced by first-generation college under-represented groups, training pro- summer intern in an investment bank and graduate students, or “first gens.” grams to prevent harassment and dis- during college, and continues even now College and graduate studies can be an crimination in the workplace, and col- as an established PhD when I partici- overwhelming experience for first gens. laborations on research conferences pate in conferences. They start their academic lives with very focused on diversity and inclusion with Unfortunately, my experience is not little familiarity and limited support the Bank of England and the Europe- unique and seems to be an enduring from family members, who are also ex- an Central Bank. The presenters at the peculiarity of our profession. About a periencing it for the first time through town hall came from all parts of the eco- third of all economics majors are female their children. Being unfamiliar with a nomics divisions, both in terms of the and a little less than a third of doctor- new world can easily isolate a student demographic composition of our work- ates in economics are awarded to wom- from the numerous opportunities that force and of the different job families; en. These numbers have basically not universities offer. Choosing what to ma- the audience filled a large conference changed since the 1990s. This contrasts jor in or which field to specialize in is hall and was likewise representative of with other male-dominated STEM fields much more challenging if a person does the full diversity of our organization. where the number of women has slowly not have any background or role models Looking ahead, we are aware that but steadily risen over the years.1 to look up to. our work is unfinished, and that cre- The reason economics may fall be- In many ways, women in econom- ating a workplace where all staff have hind in this progress could begin very ics are similar to first gens. The career opportunities to thrive will require con- early on. When first deciding about their path has not yet become common, the tinuous attention and refining. We are future career, young adults common- exposure to the economics profession also aware that this work is inherent- ly resort to a pool of professions they is limited, and the opportunities to get ly difficult, complex, and nuanced. De- can see in their surroundings, such as to know the field can easily be missed. spite our best efforts, sometimes we jobs of family members, neighbors, and As a female economist and first gen slip up. We aspire to be an organiza- close friends. This can be the first de- myself, these challenges are quite fa- tion where we can face these missteps terrent to a girl considering a career in miliar. College was an overwhelming head on and learn from them. Final- economics. The lack of your “neighbor- experience, and the decision to major ly, we are aware that we work within a hood economist” role model or a critical in Economics was a brave step into to world-wide community of economists, mass of female economists erodes the the unknown. I frequently felt detached and that our workplace is affected by the sense that this is a common career path and that I was falling behind my peers. standards of that larger community. As for young women considering what to When “you don’t know what you don’t such, we are grateful that the American do when they grow up. Even later on, know,” even asking the right questions Economic Association has established female students can study all the way is challenging. As a result, I had little the Committee on Equity, Diversity, and through a degree program without ever guidance on curriculum choices and lit- Professional Conduct to consider these considering being an economist, or per- tle information on opportunities and ca- issues further, and look forward to the haps even encountering one on cam- reer paths. For example, I was not aware AEA’s continued efforts to bring posi- pus. Moreover, the relatively few wom- of teaching or research assistant positive change to the profession. en who break that ceiling and decide to tions, exchange programs, or scholar- do a PhD in economics are faced with ships of any kind. Almost by chance, an environment that, at times, is seen as I got a research assistant position—no unwelcoming, as Princeton Professor one applied to a position that opened during the summer break, and the

2 https://qz.com/1165891/why-there-are-so-few-women- 1 https://www.aeaweb.org/articles?id=10.1257/jep.30.4.221 economists-according-to-princeton-economist-anne-case/

2018 ISSUE III 5 Lessons from First-Generation Students

Economics department contacted stu- Moreover, we increased our efforts confidence that they can make a differ- dents with the highest GPA. to reach out to undergraduates and cor- ence in the field of economics. In retrospect, this first job opened rect the view that the Fed may be a “boys As emphasized by San Francisco the door to a sea of opportunities and club.” For recruiting research associates Fed President Mary Daly, “diversity is information, which, in many ways, set (RAs), we rolled out a campaign to bet- essential as a value and a practice.”3 To the stage for my future as a research- ter inform faculty and students across help break the cycle and change the cul- er. Most importantly, it was my first op- the U.S. about the inclusive work culture to have a more diverse and inclu- portunity to work directly with a group ture and diverse opportunities offered sive profession, it is important to be pro- of researchers that cared not only about by the 12th District. These efforts in- active. The responsibility goes beyond their projects but also about the devel- cluded sending hundreds of letters to hiring a larger pool of economists from opment of their students. faculty, colleges and universities to let minority groups. We need to promote In my professional life, I gained them know we are committed to in- an inclusive and diverse work environ- enormously from the support of men- creasing the female and minority rep- ment. As leading economists in our pro- tors along the way. They motivated and resentation in our department. In ad- fession, we are responsible for growing helped me seize opportunities such as dition, we significantly increased our the pipeline of a diverse group of future research projects, internships, and net- participation in events that support economists. working events that otherwise I might minorities in economics, visiting lo- To do so, we need to reach out to have missed. More importantly, my cal schools and universities to better girls and minorities at different ages mentors served as role models, show- inform and promote our mission. We and introduce them to the possibility of ing me that their path was possible for formed a recruiting team that fully em- being an economist and the different came and providing a safe environment braces our goals to promote an inclu- reer paths available in the field. More- where I could openly discuss insecuri- sive and diverse work environment, and over, mirroring the increasing efforts of ties, challenges, and opportunities. we make sure that our commitment to schools and other organizations to bet- In the 12th Federal Reserve District, these goals are highlighted during inter- ter engage and help first gens to develop the Economic Research division is tak- views. Finally, we also told our story: we cultural capital,4 we should apply simi- ing a holistic approach to changing the are a top-flight research environment; lar efforts to our pool of minority stu- culture in economics as a way to create we are committed to training RAs and dents and employees—amplifying our a more diverse and inclusive environ- preparing them to pursue PhDs or oth- efforts to provide information, support, ment. For example, to counter a tenden- er paths they may desire; and our alums and guidance and discuss opportunities cy in economics to “score points” by im- go on to great success in a wide variety and career paths. Finally, acknowledg- mediately and aggressively challenging of fields. As a result of these efforts, we ing the importance that mentors played any speaker’s point of view, Economic have increased the diversity and size of in our own professional lives, we need Research instituted a five-minute rule our highly qualified applicant pool, and to serve as role models and mentors so that, when someone is presenting, no the gender balance of male to female ourselves. one is allowed to interrupt them for the research assistants went from 80-20 to The set of actions undertaken at the first five minutes. In addition, we have 50-50 in the past five years. 12th Federal Reserve District and the introduced a mentorship program, pair- Of course, reaching a gender-bal- significant improvements in gender bal- ing junior economists with senior ones anced employee pool is only the first ance suggest that we are moving in the who are not their managers. This choice step to a more diverse and inclusive right direction. Going forward, our ef- of pairing is strategically designed to work environment. To enhance equal forts to build an environment of trust foster an open space for conversations opportunity and engage our minority and a safe space for honest conversa- without the fear that they will affect per- employees, we need to ensure they know tions will, hopefully, help shape the ca- formance evaluations later on. Mentors what questions to ask. In other words, reer paths of younger professionals and have the opportunity to take classes to reaching out and providing information plant the seeds for them to play the same better engage in their new role, and and a space for honest conversations is role as they mature in our profession. therefore, they gain, not only from the key. As one example of such efforts, in- additional interaction with their junior ternally, we hold special events for Fed 3 https://medium.com/sffed/stop-leaving-talent-on-the-ta- colleagues, but also from the enhance- research associates preparing to apply ble-achieving-diversity-with-no-excuses-c0719c60564b ment of their management and mentor- for Economics PhD programs, provid- 4 For example, the efforts by UC Davis and Vanderbilt University are summarized at https://firstgen.ucdavis.edu/ ship skill set. ing a space for participants to ask ques- student-resources and https://cft.vanderbilt.edu/guides- tions and, most importantly, to build sub-pages/teaching-first-generation-college-students/, respectively.

6 CSWEP NEWS Countering Gender Bias and Improving Gender Balance Lessons from Our Experience at Brookings Papers on Economic Activity

David Romer and Justin Wolfers Introduction With that, we turn to what we important papers published in Brook- Despite decades of effort to break down learned. ings Papers during our tenure came barriers to the success of women in eco- through that channel. But those authors Steps that either hurt our efforts or have many other excellent opportuni- nomics, progress has been very slow. contributed little Thus it is important to think about how ties, and it would have been incompe- Being disorganized or rushed had nega- we could do better. This note reports tence on our part not to approach such tive consequences for gender equity. In cas- on what effectively amounts to an in- economists, regardless of gender. These es when our procrastination meant that formal experiment that could shed light papers would likely have been written we had to scramble to find a last-minute on these issues from our time as the ed- and published in high-profile outlets discussant, or our failure to notice that itors of the Brookings Papers on Economic with or without our editorial decisions. an author was not going to produce an Activity. At the beginning of our tenure Thus it was hardly a major contribution acceptable paper in time meant we had in 2009, we agreed that we were con- to breaking down gender barriers. to try to solicit a paper very late in the cerned about the lack of gender diversity process, we tended to go with the first Steps that helped in economics and that we would strive names that came to mind or to turn to Making an explicit decision to be con- to make Brookings Papers part of the so- people with whom we had personal concerned about these issues and to think con- lution rather than part of the problem. nections. Unfortunately, those people sciously about them had the biggest impact Over the seven years of our tenure, we were generally men. A behavioral econ- on gender equity. Based on our experienc- learned quite a bit about what worked omist might link this to “availability es in other activities, our own observa- and what didn’t. bias,” and we suspect the greater avail- tions, and formal studies, it is clear that We report our somewhat informal ability of men’s names reflects both a the approach of simply trying to be gen- findings in the hope they have broader personal element—we are both men— der-blind is insufficient. Trying to avoid relevance, even while recognizing that and a systemic one—we are in a male- conscious discrimination under the pre- our observations are drawn from just dominated profession. sumption that implicit bias only afflicts one professional setting. To give some Good governance practices had no ef- the judgment of others is a recipe for background: Brookings Papers is a jour- fect on gender equity. Shortly before our gross gender imbalance and a playing nal at the intersection of purely aca- tenure started, Brookings Papers posted field tilted heavily against women. demic research and policy applications; an open call for paper proposals and cir- Having decided to be proactive, the most papers are commissioned or solic- culated it widely, and there was an eas- most important thing we did was in- ited by the editors. Thus it differs from ily accessible way for anyone to submit credibly simple and straightforward: In almost all other journals, and it differs a paper proposal without any solicita- thinking about authors and discussants, even more from the myriad other activi- tion from us. Such steps toward open- we tried to avoid making snap decisions or ties that have far greater impact on the ness and fairness are surely desirable, to presume that the “obvious” names were status of women in the profession than and we received some fine proposals the best ones. Taking the time to pause the policies of a single journal. through these channels that led to ex- and to try to think broadly and creative- Before turning to what we learned, cellent papers in the journal. But there ly often led to a long list of strong can- we should note that we are acutely was no tendency for those proposals to didates, many of whom were women. aware that we are—literally—the em- come disproportionately from wom- Our experience also taught us that it bodiment of white male privilege, and en (or from other underrepresented is valuable to think about gender fairness thus that we were not ideally positioned groups or from scholars at less estab- from the outset—at the stage of choosing to be addressing these issues. Moreover, lished institutions). subjects for papers, rather than waiting in what follows it may sound at times as Engaging “superstar” female econo- until it was time to think about possi- if we are patting ourselves on the back mists had little effect on gender equity.Of ble authors and discussants. Just as go- for our success in promoting gender eq- course it made sense for us to try to get ing with the first names we thought of uity. But as we will describe, we think a the most accomplished women econo- tended to push us toward heavily male- crucial lesson from our efforts is that we mists working in areas relevant to the dominated programs, so too did going failed to level the playing field for wom- journal to write papers for Brookings with the topics that first came to mind. en. Thus, please hold off on judging us Papers—and indeed, some of the most There are many subjects that fall within for being self-congratulatory. 2018 ISSUE III 7 Lessons from Brookings the scope of Brookings Papers where the Figure 1 best work is being done disproportion- The Effect of Romer-Wolfers “Experiment” on the Share of Female Authors and Discussants ately by women. Unfortunately (but Female Percent Share of Authors Female Percent Share of Discussants sadly, not coincidentally), those were (Paper-weighted average) often areas where we knew less about 28 the work being done. Thinking broadly about topics and trying to ensure that we included work from those sub-fields 22 where women are less underrepresented led to a more diverse set of topics and a more diverse set of participants. Having some minimal numerical guide- 14 14 14 13 lines was helpful. We tried hard to avoid 12 ever having an all-male author line-up, 11 10 10 or an all-male or virtually all-male set 9 of discussants. (This was before either of us had heard the word “manel.”) We 5 would have viewed either of those outcomes as a three-alarm warning that there was considerable room for simul- “Experiment” Romer-Wolfers “Experiment” Romer-Wolfers taneously improving quality and diver- 2002–2008 2009–2015 2002–2008 2009–2015 sity. When we appeared to be potentially heading toward a manel, we stepped up NBER Macro Annual Carnegie-Rochester-NYU Series Brookings Papers our efforts to invite women to be on the Notes: We counted updates, symposium papers, and keynotes as equivalent to half a paper. program. The pressure we created on ourselves from those guidelines clearly in contributing to this effort. As a result, share of women authors in the papers improved the representation of women. if one of us confessed to having trouble we published more than doubled, rising While our numerical guidelines might coming up with female candidates for to be 22% during our 2009-2015 ten- strike you as disturbingly low (and we some role, the other felt spurred to try to ure as editors (a number that slightly agree!), they still helped, because they come up with good names; if one came exceeds CSWEP’s estimates of the share ensured that we would never unthink- up with several names, the other tried to of women among faculty at “top twen- ingly create a program that was not at come up with even more. These efforts ty” research departments through this least somewhat diverse. often led us to excellent female authors period). More important, however, was to and discussants. With the help of Austin Drukker avoid satisficing: we viewed our numeri- A final thing that helped was insti- and the support of Brookings, we also cal guidelines as floors, not as something tutional support and concern. As a pub- compiled data for two comparable poli- to be happy with achieving. Sometimes lic-facing think-tank, the Brookings In- cy-related conference series, the NBER it was clear early in the process that a stitution was very favorably disposed Macroeconomics Annual and the Carne- meeting would have a respectable repre- to our efforts. The Brookings Papers is gie-Rochester-NYU Conference on Public sentation of female authors (relative to funded by an array of grants, and the Policy. No such change is evident in ei- comparable journals or conferences), or grant-makers not only gave us cover, but ther of these comparison groups. There that we would have quite a few female pushed us to do better. Our sense is that is a similar pattern in the representation discussants. In such situations, we tried the general public is more supportive of of women among discussants: the share to still continue to think of good female gender diversity than narrow corners of of female discussants at Brookings Pa- participants. The result was that some the economics profession are, and these pers conferences tripled, while there was of our meetings had (again, relative the institutions gave useful voice to those little change at the other conferences. prevailing standards of the profession) views, and support to our efforts. Thus it appears that making diversity a very large number of women econo- Evidence about success and failure a priority can have a measurable effect. mists on the program. To this point, it may sound as if we There are two ways to describe the re- are bragging about how wonderfully Something else that helped was to sults of our efforts. push each other to do better. Having agreed successful we were in leveling the play- The first is that we were somewhat ing field, or maybe even—for once— that these were issues we were con- successful in creating a journal that cerned about and committed to trying producing a playing field slightly tilted better represented the voices of wom- toward women (at least in the narrow to address, we each felt a personal stake en economists. Figure 1 shows that the 8 CSWEP NEWS Lessons from Brookings Croson Interview continued from page 1 context of decisions at the journal, and do so more forcefully. But in light of our Political Science. She earned her doc- leaving aside the many barriers to equal experience, we wonder if that is enough. torate in Economics from Harvard Uni- access to the playing field to begin with). Perhaps a deeper change in approach is versity. Previously, she served as dean But there’s a second perspective that we needed—not just in the narrow setting of the College of Business at the Uni- find more convincing, and that perspec- of Brookings Papers, but in any settings versity of Texas at Arlington, professor tive suggests we failed to achieve either where these issues arise. One possibil- and director of the Negotiations Cen- an efficient or an equitable level of gen- ity would be to make issues of gender ter at the University of Texas at Dallas der diversity. equity and gender balance more central and associate professor at the Wharton Basic economic logic suggests that to the process at every stage—that is, to School of the University of Pennsylva- the relevant question is not whether make the strategy mentioned above of nia. Between 2010 and 2012 she served Brookings Papers had greater represen- thinking about gender equity from the two years as the National Science Foun- tation of women economists than sim- outset central to the entire process. A dation’s division director for Social and ilar journals. Nor is the relevant issue related possibility would be to adopt Economic Sciences. Her research fo- the average quality of the papers and more ambitious numerical guidelines cuses on experimental and behavioral discussions by male and female con- and to view them as more serious con- economics, investigating how people tributors, since the relevant decisions straints. In our case, for example, out- make a variety of economic decisions. are at the margin. Rather, the appropri- comes would probably have been better Her research draws on and contributes ate test is whether the contributions of if we had moved from the (embarrass- to multiple disciplines, and has been the marginal male and female partici- ingly minimal) near-absolute rule that published in academic journals in eco- pants were of comparable quality. Look- we would never have an all-male author nomics, business, political science and ing back at our programs, our judgment lineup at a meeting to a (still quite mod- sociology. is that that they were not. In fact, the est) absolute rule that every program Professor Croson is an accomplished contributions of the female participants had to have at least two female authors. scholar and gifted academic leader who that we had thought of as reflecting the Yet another possibility would be to set has devoted an enormous amount of en- marginal choices for being on the pro- up from the outset a formal process for ergy and creativity to mentoring wom- gram were stronger than those of the reviewing our efforts to increase diversi- en in economics. She has been a vital male participants we had viewed as ty. We probably would have found such part of CSWEP’s mentoring effort since marginal. That is, despite our efforts, a process annoying and viewed it as an 1998, when she was a mentee in its very we failed to achieve gender fairness. We imposition, but we suspect the benefits first workshop. Building on that experi- had thought we were tilting the scale to- would have well outweighed the costs. ence, she spearheaded the next phase ward women; the reality is, we had sim- Finally, it is worth noting that this of the program, acting as Principal In- ply put a thumb rather than a fist on the note only reports our experience with vestigator on the NSF grant that fund- scale for men. trying to redress the underrepresenta- ed the CeMENT workshops, organizing tion of women in economics. We were them for many years, and designing an Conclusion also deeply concerned by the underrep- evaluation that demonstrated their re- We see two broader lessons from our resentation of African-Americans and markable impact. She has implemented “experiment.” The first is easy: If efforts other marginalized voices. While we mentoring programs wherever she has like ours are not enough to even achieve strove for improvement on those di- worked, targeting women at all levels, equal treatment, they should be thought mensions as well, the underrepresenta- from undergraduates to senior women of as an absolute minimum, not as ex- tion of some groups is so severe that re- seeking leadership positions. ceptional or as raising any issues of porting statistics or broad conclusions In scholarship, Professor Croson is tradeoffs and possible unfairness. A would be misleading, because in reali- one of the most influential experimen- corollary is that over the range where ty, we would be reporting anecdotes dis- tal economists of her generation. She we pursued them, our efforts improved guised as data. is best known for her experimental re- both quality and diversity. Given that In the end, we view our experience search on bargaining and negotiations, our efforts revealed no diversity-versus- as a cautionary tale. In a setting where public goods provision, and exporting quality tradeoff, it is hard to think of any it should have been straightforward to the experimental method to other disci- reason not to pursue such an approach. achieve gender equity (again, condition- plines, such as operations management. The second lesson is more challeng- al on the many prior sources of inequi- Her work includes several widely-cit- ing: We thought we were doing a lot, but ty), actively engaging with the issue and ed papers documenting and exploring it turns out that we should have done taking a range of general and specific gender differences in economic behav- more. The question is what. One strat- actions was not enough. This strength- ior. Dr. Croson also has a distinguished egy, which is almost certainly desirable, ens the case for redoubled and more record of service to the profession and is to follow the policies that we did but to ambitious efforts.

2018 ISSUE III 9 Croson Interview public service, including as an Associ- importantly I was introduced to the idea Donohue and I began to bring the ex- ate Editor for the American Economic Re- of using controlled experiments to criti- perimental method and behavioral in- view and many other journals, service cally test psychological theories of be- sights to operations management in a on NSF and NIH panels, and a two-year havior. This opened my eyes to the op- series of papers. BeOPS is now a thriv- appointment on the board of CSWEP. portunities of using this methodology to ing subfield, with its own annual confer- test economic theories of behavior. ence (much like the Economic Science Each of us has a unique story of becom- At the end of the class, Jon invited Association), tracks in major business ing an economist. We would like to learn me to apply to be a Research Assistant school conferences and operations jour- about your experience. When did you de- on an NSF grant that he was working on nals. This “exporting” of the methods cide to become an economist? How did you with some faculty at Wharton (Jack Her- and findings from experimental and pick behavioral/experimental economics as shey, Paul Kleindorfer, Howard Kun- behavioral economics has enriched not your field? reuther, Eric Johnson and Colin Camer- just my own field, but other disciplines I decided to major in Economics in my er). I was interviewed by Jack Meszaros, as well. freshman year of college at Penn. En- and was hired! As part of that job, I got You were instrumental in getting the tering college, I thought I was going to to meet with the various faculty and CSWEP CeMent Program started and in be a lawyer (and ultimately a politician). learn about what their part of the proj- implementing a randomized evaluation. Then I had Claudia Goldin for introduc- ect was about. I was so excited to learn Can you tell us about it? Are you happy tory Micro. She was awesome (and awe- about Colin’s project which involved ex- with where the program is now? inspiring), and through that class I real- perimental game theory. He guided me ized that my goal of making the world in designing and implementing an ex- As a junior faculty member, I had at- a better place could be accomplished periment of my own, which became my tended the CCOFFE workshop run by through Economics. I was especially undergraduate senior thesis and even- Robin Bartlett and Andrea Ziegart and entranced with the logic of game theo- tually won the Rose Undergraduate Re- funded by Dan Newlon, Catherine Eckel ry, and its formalization of strategic in- search Award. The process was positive- and Barbara Fraumeni at the NSF (re- teraction. She and Beth Allen who later ly addicting, and set me on my path to ally, I was strong-armed into attending taught me Intermediate Micro, provid- the Ph.D. and my subsequent career. by Catherine, but that’s another story). ed important evidence and encourage- One takeaway from this experience is My experimental/behavioral group in- ment that this was a path I could and how important research opportunities cluded Yan Chen, Laura Razzolini, Sara should follow. for undergraduates can be in develop- Solnick and Lise Vesterlund, with Bet- I became a behavioral economist ing the academic workforce. sy Hoffman as mentor. The experience and experimentalist a bit later. I was was truly transformative. The feedback doing a dual major in Economics and What do you consider your most important I got from my group on my work was Philosophy of Science. In Philosophy research contribution? honest, valuable and unique. The ad- of Science I learned about the scientific Wow, this is a surprisingly difficult ques- vice I got from the senior mentors was method; how observation generated the- tion. Just like children, I can’t choose insightful, and immediately applicable ories, how scientists generated new pre- among my research areas to identify a in my career. I was randomly assigned dictions of those theories which were favorite. I am certainly well-known for to an IO roommate (Rajshree Agarw- then critically tested against data, and my body of work in public goods provi- al) who later became a frequent coau- how theories were thus revised based sion (both the Voluntary Contribution thor. But most important for me was the on those tests. Through this dialectic, Mechanism (VCM) and the Provision validation and emotional support I got science progresses. Point Mechanism (PPM)), in bargain- from my group. Suddenly it wasn’t me In contrast, in my Economics classes ing games (e.g. ultimatum, trust, and against the world; I had colleagues, both I was learning about theory, theory and dictator games) and in gender differenc- peers and senior faculty, who wanted me theory. When we were presented with es. But I think the area that I’m most to succeed, and who were prepared to data, it was often analyzed in a way that proud of is my work on behavioral and expend their own effort on my behalf. assumed the theory to be true (e.g. es- experimental operations management. When I got tenure and was asked to timate a parameter) rather than provid- Operations management is a core area serve on the CSWEP Board I agreed on ing a critical test of the theory. I was of the business school curriculum, and one condition; that we would re-start the disturbed by this disconnect but didn’t had been almost exclusively a theoreti- mentoring workshops and find a way know what to do about it until I took cal field. Operations management had to institutionalize them. Joan Haworth, a Psychology class taught by Jon Baron recently branched into empirical work, the Chair of CSWEP at the time, agreed. called “Thinking and Deciding.” In that but the empirical analysis rarely directly We recruited a team, including Fran class we learned about the field of Judg- challenged the theory, much like Eco- Blau, Janet Currie, Kim-Marie McGold- ment and Decision Making, but more nomics. My operations colleague, Karen rick and the AEA Secretary-Treasurer,

10 CSWEP NEWS Croson Interview John Siegfried, and made a plan. The As I mentioned above, I was the ben- 1. Start early. Writing a successful grant plan involved an initial NSF grant, with eficiary of some extremely committed requires almost as much work as a pa- a formal, rigorous evaluation mecha- mentors. I now feel an obligation to con- per, and it certainly can’t be done in a nism. If the workshops were found to tinue their legacy, not only to create the week! be effective, we could compellingly ask next generation of scholars (although 2. Read the program solicitation first.They the AEA to provide recurring and insti- that’s certainly part of it), but also to cre- change (especially the interdisciplinary tutionalized funding. ate the next generation of mentors, who ones) and you need to be sure that your The proposal was funded by the will themselves create the next genera- project fits with what the funder is look- NSF via Economics (Nancy Lutz) and tion of scholars, but also the next gen- ing for. ADVANCE (Alice Hogan). The team eration of mentors… was committed and dedicated. We ran On my approach, I firmly believe 3. Communicate with your program officer. a workshop at the AEA meetings every in the concept of gains from trade, es- This can be done via email, but more other year aimed at faculty at research- pecially in the mentoring relationship. likely by attending a session they give intensive institutions, and one every There are parts of professional life that at a conference and talking with them year at one of the regional meetings (ro- come (more) easily to me (e.g. motivat- before/after. They will know quickly tating regions) aimed at faculty at coming papers, networking, work-life bal- whether your proposal is appropriate prehensive institutions. The random as- ance) and other parts that are (more) for their program, or if there is another signment methodology was chosen to challenging (e.g. econometrics, teach- one you should try. ing, responding to referee reports). As provide the toughest test and the most 4. Read others’ proposals, both successful a mentor, I add value by providing what compelling evidence of the workshops’ and unsuccessful. This can provide im- is easy for me to provide, but valuable effectiveness. portant insights into what works. I ran the 2004 and 2006 workshops. to the mentee. By the end of the NSF grant period, the I also add value by suggesting others 5. Identify projects at the “right” stage. methodology we had used and the re- who have different skill sets than I do, Proposals for research that are too sults we generated enabled us to make and guiding the mentee to them. Per- early (e.g. just conceptual) are some- a compelling case to the AEA for sus- haps because of my early experience times called “trust me” proposals and tained funding. I then handed the work- with CCOFFE, I don’t view the mentor- are rarely successful. Proposals for re- shops off to Donna Ginther, who ran ing relationship as monogamous. My search that are too late (e.g. when the 2008 and 2010. She handed them off goal is to help my mentee find what they working paper is already circulating) are to Terra McKinnish who ran 2012 and need, regardless of the source. dismissed, and in some programs the 2014. She handed them off to Martha PI is blacklisted for a time. You want to You spent some time at NSF as Division Bailey, who ran 2016 and 2018. have a solid idea of what the project is, Director of Social and Economic Sciences. I am utterly delighted with the prog- how it is innovative and different from Can you tell us about your role there, why ress that has been made by these wom- what else has been done, and how its you decided to do it and what recommen- en. Not only have they continued to results will be important. For my field dations you have for all of us submitting innovate and improve the workshops (experimental economics) you want to grants? themselves, they have expanded and en- have some pilot results, or perhaps have hanced the mentoring that CSWEP de- The Division Director is an interest- run the first of multiple treatments. For livers, including mentoring breakfasts, ing job. Most of us are familiar with other areas, you may want to have some sessions for mid-career economists, and the Program Officer, for example, Dr. propositions proven but not your main many other innovations. These innova- Nancy Lutz who directs the Economics theorem, have a subset of your data col- tions have been good in and of them- Program. The Division Director super- lected and initial results. vises and evaluates the Program Offi- selves, but the fact that the next genera- Know your audience and write for that cers, decides on the Division’s priorities 6. tion of leaders are innovating is, in my audience. (and correspondingly allocates or re-al- At the NSF you are writing to mind, the most important characteristic peers; Economists in other disciplines of success. locates funds among programs and interdisciplinary competitions), and en- and at least two in your own discipline. From my personal experience and the ex- gages with the rest of the NSF and with Write so that they will see the innova- perience of many others, you are a devoted other federal organizations (including tion and value in your proposal. mentor to junior faculty. Can you tell us a Congress). Here’s my top-ten list of ad- 7. Ask for what you need, not more and not bit about your approach to mentoring and vice for a successful proposal (taken less. Budgets that are inflated cast doubt what you might see as the benefits, if any, from a talk I gave at the AEA meetings). on the seriousness of the researcher. to your own career from your efforts? On the other hand, the NSF can’t give you more money than you ask for. By

2018 ISSUE III 11 Croson Interview all means, ask for what you need, but what advice you have for other female econ- responsibilities. Now is the time to dis- don’t pad. omists who would like to become depart- cover that you hate doing performance ment chairs, deans, provosts, and univer- evaluations, having someone else con- 8. Follow the rules. This seems basic, but sity presidents? trol your calendar, or putting out fires. use the appropriate margins, fonts, etc. If you decide that you do like it... Make sure your submission is complete. My interest in academic administration Get training/learn more. My job to- If you are permitted letters of commit- began with a personal milestone around day relies very little on the material that ment, make sure those letters follow the 2009; I hit 100 papers on my CV. In I learned in graduate school. Once you rules. Have an appropriate Data Man- some disciplines, 100 isn’t a lot, but in agement Plan. Economics it’s pretty substantial. This event generated some serious introspec- 9. Submit! You can’t win if you don’t tion. I liked being a researcher, and I My job today relies very try. It is a lot of work, but even in the was good at it. But it led me to ques- little on the material that I absence of funding, just the process of tion what the marginal value of paper learned in graduate school. putting together a proposal is often of #101 would be. Perhaps there was some- value. thing I could be doing with my time that 10. Don’t be discouraged. Many grants would add more value. I felt that rath- decide that this is the path for you, at- which were not funded on their first er than publishing one extra paper, if I tend formal trainings designed for submission are eventually funded. could create conditions to enable each emerging leaders. I found that parts of However, note that this is not a revise- of my 400 faculty to publish one extra these trainings were aimed at individu- and-resubmit process; the evaluators of paper, that would be impactful. That als with different skill sets than mine your revised proposal are different than sort of leverage was extremely exciting (the English professor becoming de- the evaluators of your original propos- and attractive. partment chair learning about budget- al. Fix what you can (and should), and That said, it wasn’t an easy decision. ing), but that other parts are extreme- submit again! Many of my colleagues (and even some of my mentors) advised me against it, ly helpful (development [fundraising], During your career you’ve been in econom- while others were encouraging. I had visioning and culture). But even more ics departments and business schools, and my chance to “dip my toe in the wa- helpful than the content is the peer- now you lead a College of Social Science. ter” via a two year assignment as Di- to-peer learning that happens at these What advice do you have to economists vision Director of Social and Economic events, and beyond. Because of these working in interdisciplinary environments? Sciences at the National Science Foun- workshops I have a cadre of Deans that My advice for everyone (not just econo- dation. I discovered that I liked admin- I can (and do) call on for advice and who mists) working in interdisciplinary en- istration and was good at it (relative ad- have been pivotal to my success. vironments is to think about gains from vantage, not absolute advantage). That What is it like to be a dean at MSU in the trade (for economists, the Edgeworth experience really set me on my path. aftermath of the Larry Nassar’s trials? box). Start from the premise that oth- My top three pieces of advice for oth- This has been a heartbreaking, disturb- ers know some things you don’t know, ers who are looking for this path: ing, and agonizing year. The abuse ex- and that you know some things others Get promoted to Full Professor. Your re- perienced and the harm done to hun- don’t know, and that your (shared) goal search productivity will be significantly dreds of young women by Dr. Nassar is to identify the knowledge that would decreased once you start spending time is horrifying, and our collective failure be useful to transfer and to transfer it doing other tasks, and it is quite difficult to identify and stop the abusive behav- successfully. This is a surprisingly hard to rise to the top positions (Chair, Dean, ior is reprehensible. The Deans at MSU task. We don’t know what we don’t Provost, President) as an Associate Pro- have banded together to identify four know, and it is sometimes difficult to fessor. That said, if you’re happy with a areas where we will lead change at the see how the knowledge that others have career as an Associate Chair, Associate institution (https://deans .msu .edu/). could possibly be useful for us, or to be- Dean, Associate Provost, or Vice Presi- We have talked and written extensively lieve that some of the knowledge that we dent, starting as an Associate Professor about culture change (https://www .in- have is not useful for others. Keep an can be OK. sidehighered .com/views/2018/07/11/ open mind, be humble, and approach Give yourself an opportunity to try it eight-deans-michigan-state-universi- every interaction with a sincere desire and see if you like it. For me that was ty-outline-three-imperatives-cultur- to learn. the NSF. For others it can be an As- al-change), and have worked with our sociate Chair, a Center Director, Di- You have successfully navigated research faculty, staff, students and alumni to rector of Graduate Studies, or some and publishing. Can you tell us what in- identify and implement the needed other job with some administrative spired you to turn to administration and reforms.

12 CSWEP NEWS Croson Interview What is CSWEP? And yet, this fall, 50,000 students and their needs/concerns. That said, CSWEP (the Committee on the Status of returned to campus. In the face of here is some of the most universal ad- Women in the Economics Profession) is these changes, we continue our com- vice I often give, applicable to any stage a standing committee of the American mitment to delivering the education- in one’s career. Economic Association charged with serv- al opportunities that they deserve, to Research is not the same as pub- ing professional women economists in providing resources for our faculty to lication, and neither is created in iso- academia, government agencies and else- advance research and discovery, and lation. Discuss your work with others, where by promoting their careers and improving and continuing communi- present your work at conferences or at monitoring their progress. cation with our alumni and partners. seminars, and find collaborators. The CSWEP activities endeavor to raise the In short, it’s a Dean’s job plus. more smart people you bring together, awareness among men and women of the That said, I have been lucky to have the better off you will be. challenges that are unique to women’s ca- an incredible team of Associate Deans, It is not possible to do two full-time reers and can be addressed with a wide va- Department Chairs, School and Cen- jobs (e.g. professor and stay-at-home riety of actions, from inclusive searches ter/Institute Directors, and other cam- parent). Identify what parts of your to formal and informal mentoring activi- pus partners to help. My School of So- job(s) you want to do (and enjoy do- ties. CSWEP freely disseminates information on how the profession works as well cial Work and Clinical Psychology ing) and outsource the rest. If you en- as advice to junior economists. We intend joy cooking but hate gardening, hire faculty, who study and teach how to this information to be of value to all econ- counsel survivors, have utilized their a gardener and bake away! If you like omists, male or female, minority or not. expertise to help the University reform cleaning, but hate doing taxes, hire an its own policies (http://president .msu . accountant and forego the cleaning Annually, CSWEP edu/actions-initiatives/msu-rvsm- service. Make these work-life choices • Organizes mentoring workshops, paper presentations sessions at the annual workgroup .html). The Dean’s Student consciously and intentionally; don’t let AEA Meetings, and professional develop- Advisory Council guided my commu- someone else make them for you or ment sessions at the annual meetings of nications with students (both the con- make them by default. the four regional economics associations tent and the modality) to ensure that Start at the end of the (decision, (the Eastern, Mid-Western, Southern and the messaging would be effective. My game) tree and work backwards. De- Western); Board of Visitors and other alumni cide on where you want your career • Conducts a survey and compiles a report taught me about crisis communica- to go, and then plan the steps you will on the gender composition of faculty and tion. Everyone understands the need take to get there and the actions you students in academic economics depart- for healing and change, and everyone need to achieve each step. Your goal ments in the United States; has been willing to help. may change over the course of your • Publishes three editions of the CSWEP My job is to be open to their ideas. career, and that’s fine. But with each News, containing a feature section writ- To learn new skills, to try their sugges- change, make a new plan. ten by senior economists that highlights tions, and to collaborate with my col- career advice or other topics of interest to Thank you so much for taking the time to leagues across campus in pursuit of the economics profession; and share your wisdom with us. Is there any- our shared goal. • Awards the Carolyn Shaw Bell Award, thing else you would like to add? given to a person for their outstanding What advice would you give to young I want to sincerely thank the commit- work to promote the careers of women scholars, particularly women, who are tee and my nominators and supporters economists as well as the Elaine Ben- nett Research Prize, given biennially to a just starting out in academic careers? for this singular honor. I am humbled young woman economist for fundamen- What about women economists who are to be in the same company as so many further along in their careers? tal contributions to academic economics. of my mentors, and so many truly ac- Our business meeting is held during the As I mentioned in my talk (https:// complished and impressive women. annual AEA Meetings and is open to all vimeo .com/254347886), there is a economists. It is a time for us to recognize (dual) message I try to deliver to all my our award recipients, present the Annual mentees. (1) Yes, you can do this and Report on Women in the Economics Pro- (2) I will help you. This was the mes- fession and to hear your input on CSWEP’s sage that was most impactful for me activities. The CSWEP Board meets three in my career. times yearly and we encourage you to at- The second part (I will help you) is tend our business meeting or contact a more tied to the idea of substantive ad- Board Member directly to convey your vice, and that advice will vary depend- ideas for furthering CSWEP’s mission. ing on the individual, their situation, Visit cswep .org for more information.

2018 ISSUE III 13 Calls & Announcements

CSWEP Mentoring Breakfasts DEADLINE: 15 January 2019 designed to increase the participa- at ASSAs CSWEP will be sponsoring sessions at tion and advancement of women and CSWEP will host two Mentoring the 2019 Western Economic Associa- underrepresented minorities in eco- Breakfasts for Junior Economists on tion International (WEAI) conference. nomics. Fellows spend a summer in January 4 and 6 and a Peer Mentoring Several sessions will be organized by residence at a sponsoring research or- Breakfast for Mid-Career Economists Catalina Amuedo-Dorantes (CSWEP ganization or public agency, such as a on January 5. Western representative). One of them statistical agency or a Federal Reserve will be on the broad topic of inter- Bank. Summer economics fellowships The Mentoring Breakfasts for Junior national migration, immigrants and are available to senior graduate stu- Economists events will have senior immigration policy. Abstracts on those dents and junior faculty. economists on hand to provide men- areas are particularly solicited, but toring and networking opportunities to Please follow this link to the appli- also in other areas for additional sep- junior economists. Junior economists cation: 2019 Summer Fellowship arate sessions. Proposals for complete are invited to drop in with questions on Application sessions (organizer, chair, presenters topics such as publishing and research, For more information, go to: and discussants) or round tables on promotion and tenure, work-life bal- https://www .aeaweb .org/about-aea/ specific topics of interest are highly en- ance, the job market, teaching, grants committees/summer-fellows-program couraged. Please email abstracts (1–2 and academic versus non-academic pages, include names of all authors, as Or please contact Dan Newlon, Co- jobs. well as all their affiliations, addresses, ordinator AEA Summer Economics The Peer Mentoring Breakfast for email contacts, paper title) by January Fellows Program at dan .newlon@ Mid-Career Economists mentoring 15, 2019, to: aeapubs .org. experience is intended for female econ- Lauren Lewis omists who are tenured academics at Call for Abstracts CSWEP Administrative Assistant either associate or full rank or non-aca- Sessions @ 2020 American Committee on the Status of Women in demics who are 8+ years post-PhD. Economic Association Meeting the Economics Profession January 3–5, 2020 Each breakfast requires registration American Economic Association (Friday, Saturday, & Sunday) through Eventbrite. 2014 Broadway, Suite 305 San Diego, CA CSWEP Business Meeting Nashville, TN 37203 San Diego Marriott Marquis & Marina (615) 343-0390 and Awards Ceremony SUBMISSIONS OPEN: 15 January 2019 Luncheon at ASSAs Email: info@cswep .org DEADLINE: 8 March 2019 The CSWEP Business Meeting and Note that this submission is separate CSWEP invites abstract submissions Award Ceremony Luncheon will be from any submission sent in response for paper presentations at six CSWEP- held on January 4 and is open to all to the WEAI’s general call for papers. sponsored sessions at the 2020 ASSA/ economists attending the AEA Meet- For more information on the WEAI AEA Meeting in San Diego. Two ses- ing. This is a time to recognize the meetings, please see https://www . sions will be focused on Gender-related recipient of the 2018 Carolyn Shaw weai .org/conferences/. CSWEP is un- topics. We are particularly interested Bell Award, 2018 Elaine Bennett Re- able to provide travel assistance to in papers on gender in the econom- search Prize, to present the Annual meeting participants. Please make oth- ics profession, although the decision Report on Women in the Economics Pro- er arrangements for covering travel to sponsor a session on this topic will fession and to hear input on CSWEP’s and meeting costs. depend on the number and quality of activities. Registration is required Call for Applications submissions. Two sessions will include through Eventbrite. for 2019 AEA Summer papers on Financial Globalization, Call for Papers Economics Fellows Program Growth and Welfare, and two sessions will be in the field of Crime Research. CSWEP Sessions @ DEADLINE: 1 February 2019 CSWEP’s primary intention in or- 94th Western Economic Sponsored by the American Eco- ganizing these sessions is to create Association Conference nomic Association and the National an opportunity for junior women to 28 June–2 July 2019 Science Foundation, the Summer present papers at the meetings and San Francisco, CA Economics Fellows Program is

14 CSWEP NEWS Calls & Announcements to provide an opportunity to meet 1. Indication of submission to one of https://www .icpsr .umich .edu/icpsr- with and receive feedback from lead- the sessions: web/ICPSR/studies/37118/versions/ ing economists in their field. For this a. Gender-related Topics V2.This study includes departmen- reason, the presenting author of each tal reports on the number of faculty, paper should be a junior woman. The b. Economics of Gender in the Eco- undergraduate, graduate, and Ph.D. term junior woman usually refers to nomics Profession students, and job placement status for a woman who is untenured, or who c. Financial Globalization, Growth and Ph.D. graduates by gender and covers has received her Ph.D. less than sev- Welfare the years 1993–2017. Full documenta- en years ago; but could also refer to d. Crime Research tion of these data is available online. a woman who has not yet presented These data are the basis of CSWEP’s papers widely. There are no restric- Note that all applications submitted to annual reports on the status of wom- tions on the gender or seniority of the Economics of Gender in the Eco- en in the economics profession. The coauthors. There are two exceptions nomics Profession will automatically annual report goes back to 1972 when to the requirement that the presenting be considered for the Gender-related CSWEP launched its first survey exam- author be a junior woman–the gender- Topics as well. ining the gender composition of the related sessions are open to all junior 2. Indication of a single ab- economics profession. Those reports economists, and potential sessions on stract submission or a complete and these data also make use of the gender in the economics profession session submission. American Economic Association’s Uni- are open to all. 3. The Name, Title, Affiliation, Mail- versal Academic Questionnaire (UAQ). The organizers of the AEA sessions ing Address and Email for the The surveys show increased partici- will select a subset of the presented pa- corresponding author or session pation of women at all levels of the pers for publication in the 2020 AEA organizer. economics profession in the 1980s and 1990s, but a plateauing and stagnation Papers & Proceedings. Authors of ac- 4. Name (s), Title(s), Affiliation(s) and of the female share well below parity in cepted abstracts will be invited to Email address(es) for any coauthor(s) the twenty-first century (CSWEP Annu- submit their paper for publication or for each corresponding author in a al Report 2018:1). consideration in December. complete session submission. The CSWEP data are the longest se- In addition to individual paper sub- The abstract should be a PDF ries of such data for any academic missions, complete session proposals document, not exceeding two pages discipline in the U.S. The founders of may be submitted, but the papers in length, double-spaced, with a CSWEP recognized the importance in the session proposal will be con- maximum of 650 words. sidered individually. Duplication of of data to understanding and achiev- Name the file: “Abstract_Correspond- paper presentation at multiple AEA ing gender balance in the economics ing Author Last Name-First Name.” Sessions is not permitted, therefore au- profession. The systematic collection thors will be expected to notify CSWEP The abstract should contain details on and analysis of these data has been a immediately and withdraw their ab- motivation, contribution, methodology central activity of CSWEP for its near- stract if their paper is accepted for a and data (if applicable); and be clearly ly half-century. CSWEP and the AEA non-CSWEP session at the 2020 AEA identified with the author(s) name(s). have made these data available to the research community as part of their Meeting. Similarly, authors whose Completed papers may be sent but commitment both to gender equality paper is accepted to a 2020 CSWEP may not substitute for an abstract of and progress and to data transparen- session will be expected to withdraw the appropriate length. it from consideration by any other cy and access. The availability of these Questions can be addressed to Lauren organization at the same meetings. rich data is a testament to the efforts Lewis, CSWEP Administrative Assis- of the CSWEP chairs and liaisons who To have research considered for the tant, info@cswep .org. implemented the survey and passed CSWEP-sponsored sessions at the the data on from one to another over 2020 AEA Meeting, the Corresponding CSWEP Survey Data Now Available for Research many years. CSWEP is grateful for Author must complete an online sub- the invaluable work of Charles Scott mission form and upload an abstract CSWEP is pleased to announce that of Loyola University Maryland in run- using this link: data from its annual survey of Ph.D. ning the UAQ survey and making that https://ucsbltsc .qualtrics .com/jfe/ granting U.S. economics departments available to enhance the CSWEP data. form/SV_8GkH0x8hyXGADkx are now available, with a restricted data CSWEP plans to make its survey of use agreement, from the Inter-uni- undergraduate-serving economics de- The application form will ask for the versity Consortium for Political and following information: partments available at ICPSR in the Social Research as ICPSR study 37118 next year. 2018 ISSUE III 15 CSWEP Sessions @ Upcoming Meetings

Allied Social Science Chair: Joyee Deb (Yale University) The impact of education on female Association Annual Meeting A theory of consumer search with genital cutting Giulia La Mattina (University of South 4–6 January 2019, Atlanta, GA imperfect vertical-quality information Xiangting Hu (Harbin Institute of Florida), Elisabetta De Cao (London Junior Mentoring Breakfast Technology, Shenzen), Yijuan Chen School of Economics) Friday, 4 January 2019, (Australian National University), Sanxi Discussant: Rebecca Thornton 8:00 am–10:00 am Li (Renmin University of China) (University of Illinois) Atlanta Marriott Marquis, A703-704 Discussant: Jidong Zhou (Yale Immigration enforcement, police trust Topics in Economic Theory I University) and domestic violence Esther Arenas-Arroyo (University of Friday, 4 January 2019, Product reviews–information source or Oxford), Catalina Amuedo-Dorantes 8:00 am–10:00 am persuasion device? Anne-Katrin Roesler (University of (San Diego State University) Atlanta Marriott Marquis, A701 Michigan), Rosina Rodriguez-Olivera Discussant: Delia Furtado (University Chair: Ayca Kaya (University of (University of Michigan) of Connecticut) Miami) Discussant: Heski Bar-Isaac The economic motives for foot-binding Progressive lending in microfinance with (University of Toronto) Lingwei Wu(Hong Kong University of graduation Information and communication in Science and Technology), Xinyu Fan Dyotona Dasgupta (Indian organizations (University of California, Los Angeles) Statistical Institute, Delhi), Prabal Inga Deimen (University of Arizona), Discussant: Aloysius Siow (University Roy Chowdhury (Indian Statistical Dezso Szalay (University of Bonn and of Toronto) Institute, Delhi) CEPR) CSWEP Reception Discussant: Alex Wolitzky Discussant: Navin Kartik (Columbia Friday, 4 January 2019, (Massachusetts Institute of University) 6:00 pm–7:30 pm Technology) Consumer-optimal information with Atlanta Marriott Marquis, M101 Bargaining in financial over-the-counter search goods markets Mid-Career Mentoring Breakfast Marilyn Pease (Indiana University), Saturday, 5 January 2019, Jin Yeub Kim (University of Nebraska– Kyungmin (Teddy) Kim (University of Lincoln) 8:00 am–10:00 am Miami) Atlanta Marriott Marquis, A703-704 Discussant: Piotr Dworczak Discussant: Ying Chen (Johns (University of Chicago) Hopkins University) Gender in the Economics Credibility of crime allegations Profession I CSWEP Business Meeting and Saturday, 5 January 2019, Frances Xu Lee (Loyola University), Awards Ceremony Luncheon Wing Suen (University of Hong Kong) 8:00 am–10:00 am Friday, 4 January 2019, Atlanta Marriott Marquis, A706 Discussant: Mariagiovanna Baccara 12:30 pm–2:15 pm (Washington University, St. Louis) Chair: Marjorie McElroy (Duke Atlanta Marriott Marquis, A703-704 University) Don’t sweat the small stuff: intra- Cultural Practices and Women’s Lives household earning distribution and Gender and collaboration Friday, 4 January 2019, marriage durability Lorenzo Ductor (Middlesex 2:30 pm–4:30 pm Chiara Margaria (Boston University), University), Sanjeev Goyal (Christ’s Atlanta Marriott Marquis, A708 Andrew F . Newman (Boston College, University of Cambridge), Chair: Nancy Qian (Northwestern University) Anja Prummer (Queen Mary University) Discussant: Matthias Doepke University of London) (Northwestern University) Marital norms and women’s education Discussant: Bruce Weinberg (Ohio State University) Topics in Economic Theory II Mayuri Chaturvedi (Columbia University) Does economics make you sexist? Friday, 4 January 2019, Discussant: Marianne Bertrand 10:15 am–12:15 pm Valentina Paredes (Universidad de (University of Chicago) Chile), M . Daniele Paserman (Boston Atlanta Marriott Marquis, A701

16 CSWEP NEWS CSWEP Sessions Univeristy and NBER), Francisco Pino economic analysis Development and Financial History (Universidad de Chile) Julie Nelson (University of Sunday, 6 January 2019, Discussant: Justin Wolfers (University Massachusetts, Boston) 10:15 am–12:30 pm of Michigan) Discussant: Nancy Folbre (University Atlanta Marriott Marquis, A707 Nudging undergraduates to study of Massachusetts, Amherst) Chair: Carola Frydman (Northwestern economics: experimental evidence on Are Men and Women Different University) information provision to encourage Economic Agents? The legacy of colonial medicine in diverse enrollments Saturday, 5 January 2019, Central Africa Amanda Bayer (Swarthmore College), 2:30 pm–4:30 pm Sara Lowes (Bocconi University), Syon Bhanot (Swarthmore College), Atlanta Marriott Marquis, A705 Eduardo Montero (Harvard University) Fernando Lozano (Pomona College) Chair: Lawrence Kahn (Cornell Discussant: Nancy Qian (Northwestern Discussant: Lucas Coffman(Harvard University) University) University) Identity formation, gender differences, Health insurance, hospitals, or both? Gender equality and positive action: and the perpetuation of stereotypes Evidence from the United Mine Workers’ evidence from UK universities Erin Griffin (University of California, health care program Danula Gamage (Queen Mary San Diego) Erin Troland (U.S. Department of the University of London), Almudena Discussant: Corinne Low (University Treasury), Theodore Figinski (U.S. Sevilla (Queen Mary University of of Pennsylvania) Department of the Treasury) London) Can female role models reduce the gender Discussant: Robert Margo (Boston Discussant: Kelly Bedard (University gap in science? Evidence from classroom University) of California, Santa Barbara) interventions in French high schools The aftermath of policy failures: the Gender in the Economics Thomas Breda (CNRS, Paris School Southern Homestead Act and the Profession II of Economics), Julien Grenet (CNRS, Freedman’s Savings Bank in Florida Saturday, 5 January 2019, Paris School of Economics), Marion Melinda Miller (Virginia Tech) 10:15 am–12:15 pm Monnet (Paris School of Economics), Discussant: Hilary Hoynes (University Atlanta Marriott Marquis, A707 Clementine Van Effenterre (John of California, Berkeley) F. Kennedy School of Government, Chair: Shelly Lundberg (University of Liquidity from two lending facilities California, Santa Barbara) Harvard University) Sriya Anbil (Federal Reserve Board Discussant: Scott Carrell (University of Gender representation in economics of Governors), Angela Vossmeyer California, Davis) across topics and time: evidence from the (Claremont McKenna College) NBER summer institute Gender differences in job search behavior Discussant: Efraim Benmelech Anusha Chari (University of North and the gender earnings gap: evidence (Northwestern University) Carolina and NBER), Paul Goldsmith- from business majors @Twitter Tips for Success: Pinkham (Federal Reserve Bank of Patricia Cortes (Boston University), New York) Jessica Pan (National University of Social Media for Economists, Discussant: Nancy Rose Singapore), Laura Pilossoph (Federal Joint CSWEP/CSMGEP Panel (Massachusetts Institute of Reserve Bank of New York), Basit Sunday, 6 January 2019, Technology) Zafar (Arizona State University) 10:30 am–12:15 pm Atlanta Marriott Marquis, A703-704 Field specialization in economics: a Discussant: Amanda Pallais (Harvard Organizer: Marie Mora (University of gender story? University) Texas–Rio Grande Valley) Eva Sierminska (LISER), Ronald Gender differences in responses to Moderator: Susan Dynarski Oaxaca (University of Arizona) incentives (University of Michigan) Discussant: Donna Ginther Sally Sadoff (University of California, Panelists: Jennifer Doleac (Texas A (University of Kansas) San Diego) & M University), Darrick Hamilton Gender differences in citations at top Discussant: Lise Vesterlund (The New School for Social Research), economics journals (University of Pittsburgh) Sarah Jacobson (Williams College), Erin Hengel (University of Liverpool) Junior Mentoring Breakfast Mark Hugo Lopez (Pew Research Discussant: Anne Winkler (University Sunday, 6 January 2019, Center) of Missouri, St. Louis) 8:00 am–10:00 am Gender and failures of rationality in Atlanta Marriott Marquis, A703-704

2018 ISSUE III 17 CSWEP Sessions Eastern Economic Association Do gun buyback programs backfire? Semi-parametric and Nonparametric Annual Meeting Joseph J . Sabia (San Diego State Applications and Methods University, University of New 28 February–3 March 2019 Chair: Alice Sheehan (University of Hampshire, and IZA), D . Mark New York Sheraton, New York, NY Alabama) Anderson (Montana State University, Organizer: Alice Sheehan (University Roundtable on Organizational and NBER, and IZA), Toshio Ferrazares of Alabama) Other Survival Skills for Economists (San Diego State University) Productivity of fundraising: the Panelists: Laura Argys (University Anti-bullying laws and youth suicide importance of nonlinearities, interactions, of Colorado, Denver), Susan Averett Gokhan Kumpas (University of New and a flexible specification (Lafayette College), Hope Corman Hampshire), Joseph J . Sabia (San Teresa Harrison (Drexel University), (Ryder University), Dhaval Dave Diego State University, University of Daniel J . Henderson (University of (Bentley University), Joyce Jacobsen New Hampshire, and IZA), Daniel I . Alabama), Deniz Ozabaci (University (Wesleyan University), and Amanda Rees (University of Colorado, Denver, of New Hampshire), Christopher A . Ross (University of Alabama) and IZA) Laincz (Drexel University) Pedagogy and Teaching Economics: Maternal and fetal health effects of Semiparametric stochastic frontier model Needs of the Job Market and Long- working during pregnancy analysis with zero inefficiency: a case Term Skills Dhaval Dave (Bentley University study of China with panel data Chair: Devaki Chandra (Summer and NBER), Muzhe Yang (Lehigh Jinjing Tian (Dongbei University of Institute of the Gifted) University) Finance and Economics), Taining Organizer: Devaki Chandra (Summer Wang (West Virginia University), Fen Institute of the Gifted) Economics Issues Related to Maternal and Child Health Yao (West Virginia University) Adapting existing teaching strategies and Chair: Pinka Chatterji (The University A semiparametric stochastic frontier practices to improve student learning in at Albany) model with constrained nonparametric principles classes Organizer: Pinka Chatterji (The determinants of inefficiency Pratibha Joshi (Gordon State College) University at Albany) Taining Wang (West Virginia College readiness as it relates to human Latent class analysis of adolescent health University), Xiaoqi Zhang (ZheJiang capital development in the U.S. behaviors University of Finance and Economics), Devaki Chandra (Summer Institute of Molly M . Jacobs (East Carolina Jinjing Tian (Dongbei University of the Gifted) University) Finance and Economics) Financial risk modelling: statistics-based Effects of welfare reform on health and Revisiting nonseparability: an empirical teaching considerations health behaviors of teens comparison Mary Lo Re (Wagner College) Hope Corman (Rider University Deniz Ozabaci (University of New Teaching economics through art and NBER), Dhaval Dave (Bentley Hampshire) Natalia V . Smirnova (University of University and NBER), Ariel Kalil Medicaid and Other State Health Connecticut), Tom Daly (Norman (University of Chicago), Ofira Policies Rockwell Museum) Schwartz-Soicher (Princeton Chair: TBD Health Economics and Policy Studies University), Nancy E . Reichman Organizers: Shooshan Danagoulian (Rutgers University) Chair: Joseph J . Sabia (San Diego (Wayne State University) and State University, University of New Does seasonality of birth outcomes really Karen Conway (University of New Hampshire, and IZA) exist? Evidence from weather conditions Hampshire) Organizer: Joseph J . Sabia (San Diego during pregnancy Medicaid expansion after the ACA: State University, University of New Jun Soo Lee (The University at Albany) intensity of treatment and billing in Hampshire, and IZA) An exploratory study of the social and emergency departments Minimum wages and the health of economic determinants of maternal Shooshan Danagoulian (Wayne State immigrants’ children morbidity in the U.S. University), Alexander Janke (Yale Susan Averett (Lafayette College Pinka Chatterji (The University at School of Medicine), Phillip Levy and IZA), Julie K . Smith (Lafayette Albany), Sarah Markowitz (Emory (Wayne School of Medicine) College), Yang Wang (University of University and NBER) What else does Medicaid do? Medicaid Wisconsin–Madison) coverage, safety net burden, and hospital safety net subsidies Sayeh Nikpay (Vanderbilt University)

18 CSWEP NEWS CSWEP Sessions Long-term effects of public health The effects of superstition on health Intergenerational health effects of insurance on criminal behavior outcomes: evidence from the Taiwanese Head Start Yaa Akosa Antwi (Johns Hopkins ghost month Esra Kose (Bucknell University) University) Chia-Lun Liu (Lehigh University), Human capital and the intergenerational PDMPs and changes in individuals’ pain Martin Halla (Johannes Kepler transmission of intimate partner violence perceptions University, Austrian Public Health in a developing country setting Anca M . Grecu (Seton Hall University) Institute, and IZA), Jin-Tan Liu Catalina Herrera Almanza (National Taiwan University and Lead, Pollution, and Health (Northeastern University), Jorge NBER) Aguero (University of Connecticut), Chair: TBD More sneezing, less crime? Seasonal Kira Villa (University of New Mexico) Organizers: Shooshan Danagoulian allergies, transitory costs and the market (Wayne State University) and Trade-offs in intergenerational family for offenses Karen Conway (University of New care provision Monica Deza (Hunter College), Aaron Hampshire) Monica Carney (College of the Holy Chalfin (University of Pennsylvania), Cross) Maternal health and pregnancy exposure Shooshan Danagoulian (Wayne State to lead: a case study of Flint, Michigan University) Political Economy, Inequality, and the Shooshan Danagoulian (Wayne State Public Sector University), Derek Jenkins (Wayne Gender, Discrimination, and Labor Markets Chair: TBD State University) Organizer: Karen Conway (University Chair: TBD of New Hampshire) Beyond birth weight: identifying early life Organizer: Karen Conway (University exposure to air pollution through the lens of New Hampshire) The impact of volunteer tax assistance on of prenatal ultrasound scans EITC participation and claims The gender wage gap in China: evidence Xi Chen (Yale University), Hao Deng Jessica Hennessey (Furman from the China employer-employee survey (Yale University), Yawei Yang (Yale University) University) Christina Jenq (NYU–Shanghai), Albert Park (Hong Kong University of The political dynamics of debt and Lead in the water: an analysis of blood Science and Technology) entitlements lead levels before, during, and after a pipe Laura Karpuska (Stony Brook The U.S. gender earnings gap: a state- replacement University) and Marina Azzimonti level analysis Ludovica Gazze (University of (Stony Brook University) Christine L . Storrie (SUNY–Oneonta), Chicago), Jennifer A . Heissel (Naval A public sector for the public good Postgraduate School) Taylor W . Lee (Pennsylvania State University) Heidi Garrett-Peltier (University of Lead exposure and student outcomes: a Massachusetts) study of Flint schools Entrepreneurship among migrant households and migrant-sending Evidence for a green gender gap Jessica Sauve-Syed (Furman communities: evidence from Nepal Debra Israel (Indiana State University) University) Mahesh Dahal (University of Factors Affecting Health Outcomes Connecticut) and Related Behaviors SNAP recipients’ allocation of time to the Chair: TBD labor market Organizer: Karen Conway (University Sanae Tashior (Rhode Island College) of New Hampshire) Reassessing the effects of mandatory Provision and Transmission Across waiting periods for abortion Generations Mayra Pineda Torres (Texas A & M Chair: Catalina Herrera Almanza University), Jason M . Lindo (Texas A & (Northeastern University) M University) Organizer: Karen Conway (University of New Hampshire) Parental economic shocks and infant health Gender composition of children and CSWEP News Staff sanitation behavior in India Patralekha Ukil (University of Shelly Lundberg, Editor Connecticut) Deepak Sarawat (University of Connecticut) Kate Silz-Carson, Oversight Editor Elizabeth Klee, Co-Editor Leda Black, Graphic Designer

2018 ISSUE III 19 Directory of CSWEP Brag Box Board Members

Shelly Lundberg, Chair Economics University of Virginia “We need every day to herald some woman’s Broom Professor of San Diego State University P.O. Box 400182 achievements . . . go ahead and boast!” Demography 5500 Campanile Drive Charlottesville, VA 22904- —Carolyn Shaw Bell Department of Economics San Diego, CA 92182-4485 4182 University of California, (619) 594-1663 (434) 924-6750 On October 1, 2018, Dr. Mary or that the university bestows Santa Barbara [email protected] Fax: (434) 982-2904 took the helm as President on faculty members. The award North Hall 2042 [email protected] Daly Martha Bailey, Ex-Officio and Chief Executive Officer recognizes those whose work Santa Barbara, CA 93106- Board Member Ann Owen, Ex-Officio 9210 Department of Economics Board Member of the Federal Reserve Bank constitutes a significant body (805) 893-8619 University of Michigan Professor of Economics of San Francisco. Prior to her of achievement that is widely [email protected] 611 Tappan Street, 207 Hamilton College appointment as President, recognized within the nation- Margaret Levenstein, Lorch Hall 198 College Hill Road Dr. Daly served as Executive al and international academic Assoc. Chair & Survey Ann Arbor, MI 48109-1220 Clinton, NY 13323 Director (734) 647-6874 (315) 859-4419 Vice President and Director of communities, accomplished Research Professor Fax: (734) 764-4338 [email protected] Research at the San Francisco largely while a faculty member Institute for Social [email protected] Ragan Petrie, Southern Fed. During her 20+ year tenure at WMU. Dr. Pozo was cited for Research Sandra Black, At-Large Representative at the Federal Reserve, Mary her work on a variety of topics University of Michigan Professor of Economics Professor of Economics Ann Arbor, MI 48106-1248 University of Texas at Texas A & M University has championed diversity and including immigration policy, (734) 615-9088 Austin 4228 TAMU inclusion within the Fed and in refugees, undocumented mi- Fax: (734) 647-1186 2223 Speedway, BRB 1.116, College Station, TX 77843 [email protected] the economics profession more gration, returns to international C3100 (979) 845-7351 generally. human capital, and under- S�ebnem Kalemli-Özcan, Austin, Texas 78712 [email protected] (512) 475-8519 ground financial and economic Assoc. Chair & Director of Kate Silz-Carson, Dr. Julie Nelson, Professor of Mentoring [email protected] activity. She was credited for Newsletter Oversight Economics at the University Professor of Economics Karen Conway, Eastern Editor being the first to study some University of Maryland, Representative Professor of Economics of Massachusetts Boston, College Park of these highly policy-relevant Professor of Economics United States Air Force was awarded the universi- topics, and for her willingness 4118D Tydings Hall University of New Academy ty’s Chancellor’s Award for College Park, MD 20742 to collaborate with and mentor Hampshire 2354 Fairchild Drive, Suite Distinguished Scholarship at (301) 405-3486 10 Garrison Avenue 6K110 young researchers. [email protected] Durham, NH 03824 USAF Academy, CO its spring commencement cer- Shahina Amin, (603) 862-3386 80840-6299 emony. The award is given Dr. Paula Stephan, Professor Midwestern [email protected] (719) 333-2597 annually to a faculty mem- of Economics at Georgia State Representative Elizabeth Klee, At-Large Katherine.Silz-Carson@ Professor of Economics usafa.edu ber who has demonstrated University, was named a Phi Associate Director exceptional scholarly accom- Beta Kappa (PBK) Visiting Lawrence Jepson Professor Division of Financial Justin Wolfers, At-Large of International Economics Stability Professor of Economics plishments. Dr. Nelson was Scholar for the 2018–2019 aca- 210 Curris Business Board of Governors of the College of Literature, cited for her pioneering work demic year. During her year as Building Federal Reserve Science, and the Arts as a pioneer and leader in femi- a PBK Scholar, Dr. Stephan will Cedar Falls, IA 50614-0135 20th Street and Professor of Public Policy (319) 273-2637 Constitution Avenue, NW Gerald R. Ford School of nist approaches to economics. visit seven different colleges [email protected] Washington, DC 20551 Public Policy Her critique has since been ap- and universities, where she will CSWEP Midwest: http:// (202) 721-4501 University of Michigan plied to globalization, human meet with three to four classes, mea.grinnell.edu/ [email protected] 611 Tappan Street, 319 development, climate change, meet with students, and give a Catalina Amuedo- Lorch Hall Amalia Miller, At-Large and business ethics. One col- public lecture. To date, she has Dorantes, Western Associate Professor of Ann Arbor, MI 48104 Representative Economics (734) 764-2447 league wrote of her work, “I can visited three universities and Professor and Chair of [email protected] think of no other scholar—in given lectures entitled, “How Join the CSWEP Liaison Network! any field—who has managed to Economics Shapes Science.” In publish in such a wide range of commenting on her experience Three cheers for the 150+ economists who have agreed to serve as journals.” as a PBK Scholar, Dr. Stephan CSWEP Liaisons! We are already seeing the positive effects of your stated, “It definitely expands hard work with increased demand for CSWEP paper sessions, fel- Dr. Susan Pozo, Professor one’s world!” lowships and other opportunities. Thank you! Dissemination of of Economics at Western information—including notice of mentoring events, new editions Michigan University, was re- of the CSWEP News and reporting requests for our Annual Sur- cently awarded WMU’s vey and Questionnaire—is an important charge of CSWEP. For Distinguished Faculty Scholar this key task, we need your help. Visit CSWEP .org to see the list Award, the highest annual hon- of current liaisons and departments for whom we’d like to identify a liaison. We are also seeking liaisons from outside the academy. To indicate your willingness to serve, send an e-mail with We want to hear from you! your contact information to info@cswep .org. Send announcements to info@cswep .org.