Moshi Alam
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Md Moshi Ul Alam

Assistant Professor of Economics
Clark University

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Hi!😊 I am a labor economist. My research interests are in answering microeconomic questions on economic inequality in Labor and Public Economics. Depending on the question, I use either design-based, or model-based methods, or both. I received my PhD in Economics, from the University of Wisconsin-Madison.

Working papers

  • Employee-Side Discrimination: Beliefs and Preferences (PhD JMP)

    with Mehreen Mookerjee and Sanket Roy [+Abstract]

    R&R at Quantitative Economics

  • Labor Market Consequences of Pay-Equity Laws (Post-doc JMP)

    with Steven Lehrer and Nuno Souso Pereira [+Abstract]

    Updated Mar ’25 [Under review]

  • The Unintended Benefits of Women’s Empowerment on Household Sanitation

    with Monica Agarwal [+Abstract] [ SSRN]

    Updated April ’25 [Under review]

  • Location Choice and the Marginal Utility of Consumption

    with Morris Davis and Jesse Gregory

    Draft coming soon!


Publications/Accepted

  • “Increases in shared custody after divorce in the United States.”

    with Daniel Meyer and Marcia Carlson. [+Abstract] [ Replication]

    Demographic Research 46 (2022): 1137-1162. “Editor’s Choice” article


Research in progress

  • Spatial Inequality and School Choice Mechanisms

    with Monica Agarwal, Chao Fu, YingHua He

  • Labor Market Inequality and Collective Bargaining

    with Steven Lehrer and Nuno Souso Pereira

  • Racial Gaps in Wage Growth: Discrimination, Selection and Search Frictions


Dormant papers

  • Identification in Models of Discrimination

    [subsumed in my PhD job market paper “Employee Side Discrimination: Beliefs and Preferences”]

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micro = require("micromodal@0.4.10");

micro.init({
  awaitOpenAnimation: true,
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});

Increases in shared custody after divorce in the United States

This paper provides new evidence on the time trend in shared physical custody after divorce in the U.S., using eight waves of data from the Current Population Survey - Child Support Supplement. We find that the likelihood of shared custody more than doubled between divorces that occurred before 1985 and those in 2010-2014, from 12% to 28%. We show that non-Hispanic Whites and those who are more socioeconomically advantaged are more likely to have shared custody. Using more formal methods we show that the increase cannot be explained by changes in the characteristics of those divorcing; instead, we infer that this is the result of changing norms and policies that favor shared custody. Finally, this paper complements previous analyses using court record data from Wisconsin and shows that while the rate of shared custody in Wisconsin is higher than the national rate, a large increase over time has occurred in the nation as well as in Wisconsin. These changing patterns have important implications for children’s living arrangements and for the parental investments that children receive after their parents’ divorce.

Labor Market Consequences of Pay-Equity Laws

Portugal enacted legislation in 2018 targeting gender wage gaps, penalizing firms with over 250 employees that had gaps over 5%. Using administrative data that links employees to job-titles within firms, we analyze its impact both within and between genders using an event study design. First, we show that in treated firms, jobs with initial gaps exceeding 5% saw a 9% reduction, mainly through slower male wage growth. Jobs with negative gaps saw reduced female wage growth to close the gap by half. However, jobs with gaps between 0-5% unexpectedly rose by 21% due to slower female wage growth. These unintended consequences are more pronounced in male-dominated industries. Further, we find that firms did not change their size to evade the law, nor did it impact job gender composition, or hours worked. Our findings highlight how the establishment of a well-intentioned but uniform target gender wage gap that clarified the repercussions for gender imbalances thereby leading to unintended consequences.

Employee-Side Discrimination: Beliefs and Preferences

Tight labor markets are associated with high costs of worker-turnover. In such settings, firms might put significant weight on whom workers want to work for, while deciding promotions. Should workers prefer not to work for female managers, it could lower the chances of females being promoted. In this paper, we present novel evidence on the distribution of workers’ preferences regarding manager gender and their beliefs of managers’ mentoring capabilities, which influence their job search and choice decisions. Using formal identification arguments in settings with varying information, we design an information experiment to separately identify worker beliefs from their preferences in a structural model. In the absence of information on manager quality, workers are indifferent to manager gender. However, upon receiving information on manager mentorship ability, workers prefer to work for female managers—as exhibited by their willingness to forgo 1.3–2.2% of average annual wages. Hence, absent additional information on mentorship skill, workers on average believe that female managers’ mentoring ability is worse than male managers’, with the magnitude of this evaluation corresponding to a wage differential of 1.6% of average annual wages. These averages mask rich heterogeneity. We find that 60% of workers prefer to work for female managers, and in the absence of information on mentorship ability, 62% believe male managers to be better mentors. An ex-post survey directly eliciting worker beliefs corroborates this finding. We find policy-relevant heterogeneity by maternal education level, parental employment status and worker major. Our results imply, the distribution of worker preferences could be used to test for discriminatory practices by the firm.

The Unintended Benefits of Women’s Empowerment on Household Sanitation

Existing research shows that women benefit more from private toilets, but misperceptions about the net benefits from toilets and lack of women’s decision-making power can hinder toilet adoption by households. In this paper, we explore a novel link between household sanitation and policies that empower women. We show that a policy aimed at improving women’s property inheritance rights in India led to an increase in toilet adoption in the households of treated cohorts by at least 10%. Prior literature shows mixed evidence on whether the policy increased women’s inheritance, but shows that the policy had significant indirect effects, such as improving women’s education. To generate empirical tests for the mechanisms driving our main results, we build a discrete choice model with idiosyncratic household preference shocks that produces policy-relevant complementarity between women’s education and decision-making power in adoption of a household public good valued more by women. Using a heterogeneity-robust event-study design, we find that, consistent with our model, the increase in toilet adoption is concentrated in states where the policy boosted women’s education—plausibly reducing misperceptions about the benefits of toilets—and increased women’s decision-making power. Our findings highlight that policies empowering women can yield unintended benefits beyond their original scope—while we document improvements in toilet coverage, the implications extend to other household investments where women’s preferences are stronger, but various frictions limit adoption.

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