Gendered responses to unfair pay: Evidence from a factorial survey experiment among employees in German firms

Although recent literature shows that women are becoming more likely to perceive their (or other women’s) wages as unfairly low, how they respond to unfair pay is crucial for reducing wage inequality based on gender. Using a factorial survey experiment (FSE) among more than 4,800 employees from 533 German firms, we examine expected behavioral reactions to perceived under-reward of fictitious co-workers ( exit , applying for another job; voice , starting wage negotiations or complaining at the works council). While exit was generally perceived as a more likely reaction than voice , gendered expectations emerged: female co-workers were expected to engage in voice behaviors less frequently than male co-workers. These gendered patterns were mitigated when female supervisors were present, supporting the notion that female managers act as “agents of change.” Our findings point towards policies promoting female leadership across hierarchical levels to reduce normative barriers and encourage women to address wage injustices. • Research points to the importance of gendered responses to unfair pay as an additional explanation for persisting gender pay gaps. • We find that employees expect their vignette co-workers to react to unfair pay with exit and voice. • However, gendered expectations emerge: female vignette co-workers are expected to less often raise their voice in response to unfair pay. • In workgroups with female supervisors, only minor gender differences in voice expectations remain. • Gendered expectations may perpetuate gender gaps, but workgroup structures can mitigate this.