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Item #900

Male drivers who contract with Uber make 7% more per hour on average, and demonstrably none of that 7% can be due to gender discrimination. It is entirely predicated on (1) the routes they choose (20% of gap), (2) their average tenure contributing to increased expertise (30% of gap), and (3) men driving faster to complete 50% more trips per hour (50% of gap).

Topic: Income

Source

Citation: The Gender Earnings Gap in the Gig Economy: Evidence from over a Million Rideshare Drivers

Author(s): Cook, Diamond, Hall, List, Oyer

Institution(s): Stanford University, University of Chicago, NBER

Link: https://web.stanford.edu/~diamondr/UberPayGap.pdf

File(s): http://www.mrarchivist.com/wp-content/uploads/formidable/6/UberPayGap.pdf

Nation(s): United States

Year(s): 2018

Source: Primary

Type: Statistical Analysis

Discussion

Other Notes:

“This for doing the exact same job in a setting where work assignments are made by a gender-blind algorithm and pay structure’s tied directly to output and not negotiated.”
—
“The fare itself is determined by an algorithm, which is gender-blind. The dispatch itself is gender-blind. And pay structure’s tied directly to output and not negotiated… we find no evidence of discrimination on the customer side, meaning that riders don’t prefer men to women or women to men. They view men and women the same when it comes to being their driver.”
—
“DUBNER: So in summary, this is a labor ecosystem — Uber drivers — that would seem to remove all gender discrimination, and yet women earn 7 percent less for doing essentially the same work.
DIAMOND: I mean, I think they’re not doing the same, right? That’s what we’re showing, they’re doing different — they’re making different choices in the labor market. I think it’s — really the whole point is that they’re not doing the same. And once you control for the differences, they are paid the same.”
(http://freakonomics.com/podcast/what-can-uber-teach-us-about-the-gender-pay-gap/)