Socioeconomic Network Heterogeneity and Pandemic Policy Response [paper][website]
with Mohammad Akbarpour, Aude Marzuoli, Simon Mongey, Abhishek Nagaraj, Matteo Saccarola, Pietro Tebaldi, and Shoshana Vasserman
We develop and implement a heterogeneous-agents network-based empirical model to analyze alternative policies during a pandemic outbreak. We combine several data sources, including information on individuals’ mobility and encounters across metropolitan areas, information on health records for millions of individuals, and information on the possibility to be productive while working from home. This rich combination of data sources allows us to build a framework in which the severity of a disease outbreak varies across locations and industries, and across individuals who differ by age, occupation, and preexisting health conditions. We use this framework to analyze the impact of different social distancing policies in the context of the COVID-19 outbreaks across US metropolitan areas. Our results highlight how outcomes vary across areas in relation to the underlying heterogeneity in population density, social network structures, population health, and employment characteristics. We find that policies by which individuals who can work from home continue to do so, or in which schools and firms alternate schedules across different groups of students and employees, can be effective in limiting the health and healthcare costs of the pandemic outbreak while also reducing employment losses.
Media: Stanford News,
Plugging the Gap,
The Gender Pay Gap in the Gig Economy: Evidence from over a Million Uber Drivers [paper] [slides]
with Rebecca Diamond, Jonathan Hall, John List, and Paul Oyer. Forthcoming, Review of Economic Studies
The growth of the gig economy generates worker flexibility that, some have speculated, will favor women. We explore this by examining labor supply choices and earnings among more than a million rideshare drivers on Uber in the U.S. We document a roughly 7% gender earnings gap amongst drivers. We show that this gap can be entirely attributed to three factors: experience on the platform (learning-by-doing), preferences over where to work (driven largely by where drivers live and, to a lesser extent, safety), and preferences for driving speed. We do not find that men and women are differentially affected by a taste for specific hours, a return to within-week work intensity, or customer discrimination. Our results suggest that there is no reason to expect the gig economy to close gender differences. Even in the absence of discrimination and in flexible labor markets, women's relatively high opportunity cost of non-paid-work time and gender-based differences in preferences and constraints can sustain a gender pay gap.
with Rebecca Diamond and Paul Oyer. AEA Papers and Proceedings, 109: 372–376. 2019
One way for older workers to ease into retirement is to move to the gig economy where they can freely choose hours and intensity of work. We look at age/wage profiles of workers in the traditional labor market and of Uber drivers. While the move to the gig economy generates flexibility, it also moves pay closer to a spot market individuals earn (presumably) their marginal product.
Earnings for workers in traditional jobs increase steeply with age, while Uber earnings are steadily declining after age forty. This highlights the tradoff between flexible work arrangments and earnings.