When workers learn about job openings at other firms, men tend to use that information to negotiate higher pay in their current roles—while women do not. A new study suggests this behavioral gap may be a major, underappreciated driver of the persistent gender wage gap. Main Developments Researchers at the Rockwool Foundation Berlin analyzed employees who learned of outside job openings through parents or siblings at other firms. They found that these opportunities raised men’s wages in their existing jobs, but women in the same situation saw no comparable gains—even though women were just as likely as men to change employers. Women generally appeared to switch jobs rather than using outside offers to negotiate raises. Men, by contrast, were more likely to obtain pay increases without leaving their current workplace. Read also: 3 Reasons Tuchel Defends England's World Cup Bronze Despite Pain Background The study, seen by Reuters and published on Sunday, estimates that renegotiation accounts for roughly half of the overall gender pay gap. Among workers in the same workplace and occupation, men earn on average 8% more than women—a gap that has persisted despite decades of policy attention. The European Union’s Pay Transparency Directive came into force in June 2026, designed to improve information about pay differences within firms. However, the new findings suggest that transparency alone may not close gender gaps if men and women respond differently to the same information. Why It Matters If half of the wage gap stems from how men and women use outside job offers to negotiate, then policies focused solely on pay transparency may fall short. Companies and policymakers may need to address behavioral differences—such as encouraging women to use external offers as leverage—to achieve genuine pay equity. What's Next The study raises open questions about whether workplace culture, negotiation training, or structural changes could reduce the gap. With the EU directive now in effect, researchers and employers will be watching closely to see whether transparency alone shifts behavior—or whether additional interventions are needed to ensure equal pay for equal work.