Sydnee Caldwell
Labor economist at UC Berkeley.
- Reposted by Sydnee Caldwell
Recently accepted by #QJE, “Bargaining and Inequality in the Labor Market,” by Caldwell (@sydneecaldwell.bsky.social), Haegele, and Heining: doi.org/10.1093/qje/... - Had a great time at the @atlantafed.org Employment Conference last week with @aaronsojourner.org and others! Thanks @davidwiczer.bsky.social!
- Thanks @atlantafed.org Center for Human Capital Studies for the excellent Employment conference, particularly @davidwiczer.bsky.social! I appreciated the chance to discuss a terrific paper & to learn more abt great research @sydneecaldwell.bsky.social & others! www.atlantafed.org/news/confere...
- 1/11 🧵Two results discussed in a new VoxEU column: (i) why workers stay even when outside jobs pay more; (ii) what happens when pay is set by individual bargaining. Links below. cepr.org/voxeu/column... sydneec.github.io/Website/CHH_... sydneec.github.io/Website/CHH_...
- 2/11 (i) In "Why Workers Stay: Pay, Beliefs, and Attachment", we try to understand why workers remain with their employer even when outside firms offer higher pay (see: growing lit on monopsony). We consider two leading explanations: information frictions and preferences.
- 3/11 Model insight: mobility depends on: (1) misperceptions (pessimism → less search), (2) whether people believe pay varies across firms (if yes → more search), and (3) preferences.
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View full thread11/11 Bottom line: Workers have (some!) information about pay, and limited mobility is driven more by preferences. And in bargaining, ranges help but aren’t enough to equalize asks. Full details in VoxEU + papers linked above.
- Reposted by Sydnee CaldwellMany states ban employers from asking for workers' salary histories, but this doesn’t eliminate gender gaps in hiring—most workers disclose their histories, and their salary expectations, voluntarily. www.upjohn.org/research-hig... @berkeleyolab.bsky.social @sydneecaldwell.bsky.social
- Reposted by Sydnee CaldwellOn average, women earn 5 percent less than men at employers that negotiate wages separately with each newly hired worker: research from @sydneecaldwell.bsky.social , Ingrid Haegele and Jӧrg Heining funded by our Early Career Research Awards program. #ECRA
- Reposted by Sydnee CaldwellIn this brief from @upjohninstitute.bsky.social, @sydneecaldwell.bsky.social + Ingrid Haegele unpack evidence on wage bargaining in the German context. The authors find that the gender wage gap is 3-6 percentage points higher at firms that bargain with workers👇 #econsky
- The spring NBER Gender meeting (theme: Women in the Digital World) is tomorrow! Program here: www.nber.org/conferences/... The conference will be live-streamed on YouTube (www.youtube.com/nbervideos)
- Reposted by Sydnee Caldwell🚨 We are hosting the 1st IZA PhD Workshop in Labor and Behavioral Economics in Bonn (June 12-13, 2025)🚨 🗣️ Keynotes by @sydneecaldwell.bsky.social (UC Berkeley) and Chris Roth (U Cologne) 👉 Submissions (Jan 31) conference.iza.org/PhD_LaborBeh... Please share and apply!
