Test 2

Question 1

Disparate outcomes

Answer 1

Groups end up with different average results like pay or promotions.

Question 2

Disparate treatment

Answer 2

People are treated differently because of a protected trait like sex or race.

Question 3

Four‑factor framework

Answer 3

Treatment by decision makers
Skills and experience
Choices under limits
Rules or market forces

Question 4

Compensating differentials

Answer 4

Extra pay for jobs with unpleasant or risky conditions.

Question 5

Human capital

Answer 5

Skills and experience that make you more productive.

Question 6

Continuous tenure

Answer 6

Unbroken time in a job that builds learning and promotion chances.

Question 7

Overtime premium

Answer 7

Higher pay rate for hours beyond a set limit or for nights and weekends.

Question 8

Temporal flexibility

Answer 8

Control over when and how long you work.

Question 9

Extensive margin

Answer 9

Whether someone gets or takes a job at all.

Question 10

Intensive margin

Answer 10

How much someone works or which shifts they take once in the job.

Question 11

Wage schedule

Answer 11

A fixed pay grid by role and tenure used by a firm or union.

Question 12

Pipeline

Answer 12

The path from school to career; early drop-offs shrink the later pool

Question 13

Outcome fix

Answer 13

Policy that forces results to look equal fast.

Question 14

Fundamental fix

Answer 14

Policy that tackles root causes so change lasts.

Question 15

Gaming at later margins

Answer 15

Meeting targets on hires but shifting bias to assignments or evaluations.

Question 16

Explained component

Answer 16

Part of a gap tied to measured factors like job type or hours.

Question 17

Unexplained component

Answer 17

The leftover gap after controls that may reflect treatment or missing factors.

Question 18

Statistical discrimination

Answer 18

Using group averages to judge people when info is missing.

Question 19

Audit study

Answer 19

Field test that sends equal applications with one trait changed at random to see bias.

Question 20

Gender‑equality paradox

Answer 20

More equal societies can show bigger interest gaps because people can choose freely.

Question 21

Achievement

Answer 21

What you have already done like grades.

Question 22

Aptitude

Answer 22

Your potential to learn or perform.

Question 23

Upper‑tail quantitative ability

Answer 23

Very high math ability found in a small share of people.

Question 24

Spatial ability

Answer 24

Skill at mental rotation and visualizing shapes.

Question 25

People‑orientation

Answer 25

Interest in social or helping work.

Question 26

Thing‑orientation

Answer 26

Interest in objects, systems, or mechanics.

Question 27

Systemizing or theoretical values

Answer 27

Preference for rules, logic, and abstract work.

Question 28

Social or helping values

Answer 28

Preference for people‑focused and care work.

Question 29

Percentage points

Answer 29

Absolute change in a rate, for example 20 to 25 is plus five points.

Question 30

Percent change

Answer 30

Relative change, for example 20 to 22 is up ten percent.

Question 31

Cohen’s d

Answer 31

Standardized gap between two averages, about 0.2 small, 0.5 medium, 0.8 large.

Question 32

Odds ratio

Answer 32

How many times higher the odds are in one group versus another, for example 1.5 means 50 percent higher.

Question 33

PIRLS 2001

Answer 33

International reading test that often shows girls ahead.

Question 34

1990 Physicians study

Answer 34

Controlling for specialty, hours, and continuous experience narrows the gender pay gap among doctors.

Question 35

Ly et al. 2017

Answer 35

Within one profession, better controls for hours and productivity greatly shrink the measured gender pay gap.

Question 36

Bolotnyy and Emanuel 2018 to 2022 MBTA

Answer 36

Same employer and pay grid, women earned less due to fewer overtime hours, more time off, and different shifts, the gap fades after accounting for these.

Question 37

Kleven et al. Child Penalty

Answer 37

After first birth, women’s earnings drop compared to men and stay lower for years, size varies by country and norms.

Question 38

Blau and Kahn 2017

Answer 38

Review that splits the wage gap into explained parts and a residual, shows slower progress since the 2000s and bigger gaps at the top.

Question 39

Booth and van Ours 2013 Netherlands

Answer 39

Many partnered women in the Netherlands choose part‑time and report high satisfaction, house work stays gendered.

Question 40

Voyer and Voyer 2014

Answer 40

Meta analysis finds girls and women earn higher grades across subjects and countries.

Question 41

SMPY Study of Mathematically Precocious Youth

Answer 41

Long study shows extreme early math talent predicts STEM PhDs and patents, interests and values push career choices.

Question 42

Hsu and Schombert 2010

Answer 42

Intro physics and astronomy show performance fits ability thresholds, very low SAT math rarely pairs with top grades.

Question 43

Templer and Tomeo 2002

Answer 43

Fields with higher GRE Quant are more male-skewed, fields that use more math tend to have more men, and fields that use less math tend to have more women

Question 44

CAH

Answer 44

Congenital adrenal hyperplasia, medical condition researchers use to study how early hormones might nudge interests.

Question 45

What CAH studies often find

Answer 45

Girls with CAH show a bit more thing focused play and interests on average.