@TechReport{iza:izadps:dp18376,
            	author={Cieply, Isea and Barros, Laura and Silbersdorff, Alexander and Kneib, Thomas and Kis-Katos, Krisztina},
            	title={Why Female Professors Earn Less: The Role of Retention Negotiations and Performance Bonuses},
            	year={2026},
	month={Feb},
            	institution={Institute of Labor Economics (IZA)},
            	address={Bonn},
            	type={IZA Discussion Paper},
            	number={18376},
            	url={https://www.iza.org/index.php/publications/dp18376},
	abstract={How large is the gender pay gap among university professors, and how do institutional pay-setting mechanisms shape this disparity? This paper provides novel empirical evidence on the gender pay gap among professors at a renowned German university. Using detailed human resources data for the time span 2013 to 2021, we document a statistically significant conditional gender pay gap in professorial salaries of 5.2%, after controlling for employment characteristics, socio-demographics, performance measures, and faculty and year fixed effects. Our findings show that these differentials can be attributed mainly to lower returns from retention negotiations, which have a particularly strong impact during the earlier stages of academic careers. These results highlight the importance of pay system designs in promoting gender equity in academia.},
	keywords={gender pay gap;gender economics;wage differentials;wage negotiations;professorial salaries},
            }