Before revision:  Combining the difference-in-difference strategy with a text analysis of job listings, we also find suggestive evidence that treated firms in industries with a high gender pay gap become more likely to post wage information than firms in the control group .
After revision:  Combining the difference-in-difference strategy with a text analysis of job listings, we also find suggestive evidence that treated firms adopt female-friendly hiring practices in ads for high-gender-pay-gap occupations. Fourth, a reputation motive seems to drive employers' reactions, as firms publishing worse gender equality indicators score lower in YouGov Women's Rankings. Moreover, publicly listed firms experience a 35-basis-point average fall in cumulative abnormal returns in the days following their publication of gender equality data .