Claudia Goldin is this year's winner of the Nobel Prize in Economics

She is a professor at Harvard and an expert in economic history, labor markets and gender issues. Click here to read the press release from the Nobel Prize committee.

Click here to read a profile of her from The WSJ back in 1996.

Here are two old posts that mentioned her.

Is there sufficient evidence to conclude that women experience systematic pay discrimination? 

The time demands of many jobs can explain much of the gender pay gap 

Here is that post:

See How to Win the Battle of the Sexes Over Pay (Hint: It Isn’t Simple.) by Claudia Goldin. She is a professor of economics at Harvard University and a past president of the American Economic Association. Excerpts:

"unequal treatment in hiring and in the work setting is real and may be reflected in unequal pay.

Yet it is also true that the time demands of many jobs can explain much of the pay difference, a finding that has sobering implications. Eliminating the gender earnings gap will require changes in millions of households and thousands of individual workplaces.

Even defining the gender earnings gap isn’t simple: It cannot be reduced to a single number, though it often is expressed that way. According to a commonly used measure adopted by the United States Census Bureau, women in 2016 earned 81 cents for each dollar earned by men, both working full-time.

This definition focuses on the annual income of the individual at the median — or middle — of the income distribution for men and for women. Another valid option is to focus on mean, or average, earnings."

"The gap is larger among more educated people, for example, and varies according to occupation, often in big ways. Among college graduates, it is far larger in business, finance and legal careers than in science and technology jobs. In health care, it is larger when self-employment is high (think dentists) and much lower when professionals are mainly employees (think pharmacists).

What’s more, the gap is a statistic that changes during the life of a worker. Typically, it’s small when formal education ends and employment begins, and it increases with age. More to the point, it increases when women marry and when they begin bearing children.

Using the data that shows women earn 81 cents for each dollar earned by men, when the careers of recent college graduates start, the gap is much smaller: 92 cents for each male dollar. By the time college-educated women are 40 years old, they earn 73 cents.

Similar patterns appear using data for women and men who have earned master’s degrees in business administration. Immediately after graduation, women earn 92 cents for each male dollar. A decade later they earn only 57 cents.

Correcting for time off and hours of work reduces the difference in the earnings between men and women but doesn’t eliminate it.

On the face of it, that looks like proof of disparate treatment. It may seem understandable that when a man works more hours than a woman, he earns more. But why should his compensation per hour be greater, given the same qualifications? But once again, the problem isn’t simple."

The data shows that women disproportionately seek jobs — including full-time jobs — that are more likely to mesh with family responsibilities, which, for the most part, are still greater for women than for men. So, the research shows, women tend to prefer jobs that offer flexibility: the ability to shift hours of work and rearrange shifts to accommodate emergencies at home.

Such jobs tend to be more predictable, with fewer on-call hours and less exposure to weekend and evening obligations. These advantages have a negative consequence: lower earnings per hour, even when the number of hours worked is the same.

Is that unfair? Maybe. But it isn’t always an open-and-shut case. Companies point out that flexibility is often expensive — more so in some jobs than others.

Certain job characteristics have a big impact on the gender earnings gap. I have looked closely at these issues, including the extent to which workers are:

■ Subject to strict deadlines and time pressure

■ Expected to be in direct contact with other workers or clients

■ Instructed to develop cooperative working relationships

■ Assigned to work on highly specific projects

■ Unable to independently determine their tasks and goals

Occupations with a lower level of these characteristics (like jobs in science and technology) show smaller gaps, corrected for hours of work. Occupations with a higher level (like those in finance and law) have greater gaps. Men’s earnings tend to surge when there are fewer substitutes for a given worker, when the job must be done in teams and when clients demand specific lawyers, accountants, consultants and financial advisers. Such differences can account for about half the gender earnings gap.

These findings provide more nuance in explaining why the gap widens with age and why it is greater for women with children. Whatever changes have already taken place in American society, the duty of caring for children — and for other family members — still weighs more heavily on women. And if you thought that moving to a more family-friendly nation would eliminate the gap, think again. In several nations, including Sweden and Denmark, a “motherhood penalty” in earnings exists, even though these nations have generous family policies, including paid family leave and subsidized child care."

"In sum, the gap is mainly the upshot of two separate but related forces: workplaces that pay more per hour to those who work longer and more uncertain hours, and households in which women have assumed disproportionately large responsibilities."

See also “Gender Gap” in The Concise Encyclopedia of Economics by Claudia Goldin.