I study the economic value of obesity—a seemingly inconsequential but unhealthy status symbol in poor countries. Randomizing decision-makers in Kampala, Uganda to view weight-manipulated portraits, I make four findings. First, obesity is perceived as a reliable signal of wealth rather than beauty and health. Second, being obese facilitates access to credit: in a real-stakes experiment involving loan officers, the obesity premium is comparable to raising borrower self-reported earnings by 60%. Third, asymmetric information drives this premium, which drops significantly when more financial information is provided. Fourth, obesity benefits and wealth-signaling value are commonly overestimated, raising the cost of healthy behaviors.

The future of an institution, such as the European Union, ultimately depends on people’s support. This paper investigates whether EU redistributive policies have improved public attitudes towards European integration, both in terms of public opinion and political preferences. We focus on Cohesion Policy funds, whose allocation allows us to single out these effects by means of a regression discontinuity approach. The results show that EU transfers have mitigated the rise of Eurosceptical attitudes and reduced political consensus for anti-EU parties. The effects are homogeneous across different socio-economic groups, including the most disadvantaged ones. The improvement in public support for the EU does not appear to be exclusively a spillover of the positive economic effect of funding; we show evidence suggesting the existence of a ‘reciprocity-effect’ channel, i.e. citizens in recipient regions recognize the beneficial role of the EU as the source of funding.

This paper examines informal redistribution in the form of work in small and medium enterprises in Kampala, Uganda and its drivers. Using a field experiment, we show that employers and workers systematically choose giving/receiving work over cash transfers. Decisions imply a large willingness to pay for work on both sides of the labor market. Work redistribution choices are unaffected by the economic and training value of the task, and employers pay for zero marginal product work. Removing stakes in the game also does not affect decisions, ruling out signaling and relational personal benefits as drivers. Employers and workers motivate work redistribution mostly with fairness considerations and, secondly, with the psychosocial value of work for workers. Results appear externally valid, as giving via work predicts increased hiring in the firm, but it does not lead to higher revenues, sales, or profits, confirming that work redistribution is unlikely to be productive.

We study the mental health of graduate students and faculty at 14 Economics departments in Europe. Using clinically validated surveys sent out in the fall of 2021, we find that 34.7% of graduate students experience moderate to severe symptoms of depression or anxiety and 17.3% report suicidal or self-harm ideation in a two-week period. Only 19.2% of students with significant symptoms are in treatment. 15.8% of faculty members experience moderate to severe depression or anxiety symptoms, with prevalence higher among non-tenure track (42.9%) and tenure track (31.4%) faculty than tenured (9.6%) faculty. We estimate that the COVID-19 pandemic accounts for about 74% of the higher prevalence of depression symptoms and 30% of the higher prevalence of anxiety symptoms in our European sample relative to a 2017 U.S. sample of economics graduate students. We also document issues in the work environment, including a high incidence of sexual harassment, and make recommendations for improvement.

Gender segregation in labor markets is a prevalent issue in poor countries, resulting in significant wage gaps and misallocation of talent. Efforts have been made to address this segregation by promoting female labor supply, but the effectiveness of such interventions depends on the level of discrimination faced by women upon entry. Our study tests for gender discrimination within Uganda’s motor mechanics industry, a male-dominated sector characterized by severe asymmetric information problems. Partnering with a vocational training center, we conduct an experiment with garage managers to examine the interplay between bias, skills, and trustworthiness in hiring decisions for trainees. At baseline, women and men have comparable hiring outcomes. Since skills are identical, but women are seen as more trustworthy, this results implies gender discrimination. Improving monitoring induces gender discrimination, revealing the presence of previously hidden discrimination against women. Training interventions improve hiring outcomes for both genders but lead to increased discrimination. While training improves the skills of both genders, it diminishes the comparative advantage that women have in trustworthiness without compensating for it with enhanced skills.