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Dogan Gülümser

@dgulumser.bsky.social
203 followers 152 following 15 posts

Postdoctoral researcher @rfberlin.bsky.social PhD from Uppsala University Labor / Firms / Gender wage gap Member of OECD #LinkEED2 Network sites.google.com/view/dogangulumser

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Reposted by Dogan Gülümser
IFAU @ifau.bsky.social · 01/07/2026
När ett företag anställer i ett yrke som inte tidigare funnits på arbetsplatsen betalar de högre ingångslöner och rekryterar mer selektivt. De som anställs har längre arbetslivserfarenhet och rekryteras oftare från en annan arbetsgivare Nytt WP idag av @dgulumser.bsky.social @rfberlin.bsky.social
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Dogan Gülümser @dgulumser.bsky.social · 09/06/2026
Together, these patterns point to a new and overlooked source of wage inequality among observably similar workers. For firms, hiring into new roles is harder than expanding preexisting ones. With the emergence of new types of work, this friction is likely to grow in importance.
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Dogan Gülümser @dgulumser.bsky.social · 09/06/2026
3- Firms screen on easily observable characteristics, hiring more experienced workers and job movers, but not on unobserved productivity. The new job wage premium is not driven by worker sorting on unobserved productivity. 4- Match quality in new jobs is higher (lower turnover and longer tenure).
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Dogan Gülümser @dgulumser.bsky.social · 09/06/2026
2- This new job wage premium fades as firms accumulate employment experience in the occupation, disappearing after 6–8 years. The pattern consistent with hiring uncertainty that resolves as the firm gains employment experience in the occupation.
Entry wages - job age (firm's occupation experience) gradient
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Dogan Gülümser @dgulumser.bsky.social · 09/06/2026
I investigate how a firm's lack of experience in a particular occupation affects wages, sorting, and match quality. Using Swedish register data on 1.7M new hires, I show: 1- Workers entering "new jobs" earn a 3% entry wage premium over comparable workers hired into the firm's existing roles.
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Dogan Gülümser @dgulumser.bsky.social · 09/06/2026
🚨 New paper out as an RFBerlin Discussion Paper: "Old and New Jobs: Understanding Wage Formation, Sorting, and Firm Behavior" How do firms hire into newly created roles — and how does this shape wages? 🧵 📄 www.rfberlin.com/network-pape...
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ROCKWOOL Foundation Berlin @rfberlin.bsky.social · 31/03/2026
🧵Why don’t immigrants benefit as much from big cities? A new discussion paper by @gablucche.bsky.social shows that the city-size wage premium is much smaller for immigrants than for natives. Here’s what’s going on 👇
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Alexander Hijzen @ahijzen.bsky.social · 23/02/2026
Yesterday our column “The gender wage gap and what firms have to do with it” was published at EU VOX | CEPR. Read it here: share.google/NOefC0E5aJrb... Full paper: urn.fi/URN:NBN:fi-f...
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Mette Foged @mettefoged.bsky.social · 17/02/2026
True cross-disciplinary work: look what happens when research excellence in trauma met classic models of economic assimilation - trauma reactions is a measurable and quantitatively important part of the refugee integration story
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Reposted by Dogan Gülümser
ROCKWOOL Foundation Berlin @rfberlin.bsky.social · 17/02/2026
🧠New RFBerlin Research Insight! Why do some refugees struggle to find work? Often, the barrier isn't language or skills, it's trauma. @mettefoged.bsky.social, Karen-Inge Karstoft & Edith Zink show that PTSD leaves a lasting mark on employment. Read more: www.rfberlin.com/research-ins...
rfberlin.com
Why Some Refugees Struggle to Work: The Role of Early Signs of PTSD - RFBerlin
Refugees often have lower employment rates than natives and other migrants. One important reason may be exposure to severe trauma, which can affect how people function in daily life and make it harder...
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Reposted by Dogan Gülümser
ROCKWOOL Foundation Berlin @rfberlin.bsky.social · 05/02/2026
Our 2025 event highlights: ✨ Annual Public Lecture by Nobel Laureate Claudia Goldin 📊 Annual Labour Economics Symposium with CEPR 🌍 Migration Forum 2025 📈 Workshop in Italy with CReAM 💼 Conference on Worker Co-Determination Thanks to everyone involved! See our 2026 events: www.rfberlin.com/events/
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Reposted by Dogan Gülümser
ROCKWOOL Foundation Berlin @rfberlin.bsky.social · 06/10/2025
Join us on 4 November for the RFBerlin Annual Public Lecture: “Why Women Won” by Nobel Laureate Claudia Goldin. 🎟️ Register now: form.typeform.com/to/j3BaW2OV Discover how women’s roles in work and society have evolved and what challenges remain More about the event: www.rfberlin.com/event/why-wo...
rfberlin.com
Why Women Won by Claudia Goldin
Following the success of our first public lecture, we are pleased to announce the next RFBerlin Annual Public Lecture, organized in collaboration with the Humboldt University of Berlin! This year, RFB...
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Reposted by Dogan Gülümser
ROCKWOOL Foundation Berlin @rfberlin.bsky.social · 18/09/2025
🆕 RFBerlin Discussion Paper: Peter Fredriksson, @dgulumser.bsky.social, and @lenahensvik.bsky.social study whether and why differential wage responsiveness to outside offers contributes to the gender wage gap within job. 🧵
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
8/ Overall, the network job opportunities are known and valued by both genders, but only used by men to bid up wages in current jobs. Interpreted through the lens of our model, our results show that limited opportunities for renegotiation among women is one of the drivers of within job wage gap.
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
7/ First, we find a similar impact on mobility to connected workplaces in response to network job openings for men and women. Second, among blue collar workers (a group with limited scope for individual wage negotiation), we do not find a wage response to outside options for any of the genders.
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
6/ Our main results show that: When a job opens in their family's network, men get a significant wage increase from their current employer. Women's wages, however, remain unaffected. To shed light on the mechanisms, we provide two important pieces of evidence.
Men's wages (figure on the left-hand side) respond to job openings while women's wages remain unaffected (figure on the right-hand side)
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
5/ We exploit outside opportunities emerging at plants to which workers are connected via their family network since... a) they are central mediators of information on job opportunities. b) quality of outside options balanced across genders (see figure). This isn't true for professional networks.
The quality of expanding plant characteristics (where family connections are currently employed) is balanced across genders.
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
4/ Third, it is likely that the attractiveness of a given offer differs systematically across the genders. Our empirical strategy addresses all of these challenges. So how do we address this? 👇
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
3/ Yet, empirically addressing this question requires us to tackle a number of challenges. First, information on outside job offers is rarely available in register data. Second, individual differences in the number of outside offers are likely confounded by variation in individual productivity.
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
2/ We first develop a model of OTJ search capturing gender differences in job preferences (commuting aversion among women) and cost of wage renegotiation (among women). We show that both of these reduce women’s share of match-specific rents but have distinct predictions on job mobility.
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
1/ Even within the same job at the same firm, women earn less than men. Why? Our new research investigates the role of outside job opportunities in driving this within job gender pay gap.
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Dogan Gülümser @dgulumser.bsky.social · 12/09/2025
🚨 Excited to share a new CEPR Discussion Paper (No. 20638) 🚨 “Outside Job Opportunities and the Gender Gap in Pay” with Peter Fredriksson and @lenahensvik.bsky.social. Read here: cepr.org/publications... A thread 👇
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John Holbein @johnholbein1.bsky.social · 20/06/2025
Female PhD students (in economics) benefit tremendously from having female faculty around. When female professors go on leave, it decreases third-year female PhD students’ likelihood of publishing & securing academic positions. papers.ssrn.com/sol3/papers....
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Oskar Nordström Skans @oskarnskans.bsky.social · 17/03/2025
New NBER WP (forthcoming book chapter) with @adam-gill.bsky.social and Lena Hensvik on the very high rates of work-from-home in all Nordic countries -- already before the pandemic. Some likely causes, and some consequences for service workers www.nber.org/papers/w33581
nber.org
Why Are Nordic Workers so Remote?: Potential Causes and (Some) Indirect Labor Market Consequences
Founded in 1920, the NBER is a private, non-profit, non-partisan organization dedicated to conducting economic research and to disseminating research findings among academics, public policy makers, an...
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Oskar Nordström Skans @oskarnskans.bsky.social · 11/02/2025
Submit your "core" labor economics papers (wages, employment..) to this great workshop I co-organize for the third time - join with, e.g., Cardoso, Machin, Mogstad and Spitz-Oener for some serious Labor Economics in Helsinki in August!
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Erik Öberg @erikoberg.bsky.social · 04/12/2024
Apply to the Uppsala econ Ph.D. Program! We run a US-style program with generous pay, opportunities to spend time abroad, and lots of supervision. To convince you, let me highlight some of amazing work by our recent graduates. uu.varbi.com/en/what:job/...
nek.uu.se
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Ola Andersson @olalandersson.bsky.social · 29/11/2024
Amin Hussain is on the market this year. His JMP makes important contributions to the pricing of multi-use drugs. Let me explain why sites.google.com/view/aminhus...
sites.google.com
Amin Hussain
I am a 5th Year PhD Economics Student at Uppsala University. Research Interests: Micro-theory and Mechanism Design with applications to Health and Political Economy
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Dogan Gülümser @dgulumser.bsky.social · 26/11/2024
Hi #EconSky! I’m a PhD Candidate in Economics at Uppsala University. My #EconJMP investigates how firms’ previous employment experience in a particular occupation affects hiring standards, wages, and post-hiring outcomes. Find out more about my research here: sites.google.com/view/dogangu...
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Reposted by Dogan Gülümser
Alexander Hijzen @ahijzen.bsky.social · 19/11/2024
🚨Out now: Our new OECD working paper on the gender wage gap and the role of bargaining and discrimination. 📄Read now: doi.org/10.1787/1fd6...
doi.org
The role of bargaining and discrimination in the gender wage gap in France
This paper contributes to a better understanding of the role of bargaining and discrimination in the gender wage gap in France and four other European countries using comprehensive linked employer-emp...
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