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Indifference curves are steeper for females, who value commute about 20% much more than males. Controlling in specific for the prior job, newly hired females are paid after unemployment 4% much less per hour and have a 12% shorter commute than men. By means of the lens of a job search model where commuting matters, we estimate that gender differences in commute valuation can account for a .five log point hourly wage deficit for girls, that is, 14% of the residualized gender wage gap. Finally, we use job application data to test the robustness of our benefits and to show that female workers do not acquire less demand from far-away employers, confirming that most of the gender gap in commute is provide-side driven. Several mechanisms may well explain why we observe accepted job bundles under the reservation wage curve. 1st, it could be due to measurement error in reservation or accepted job attributes.



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