Elena S. Pikulina

Elena Pikulina

Assistant Professor of Finance

Haskayne School of Business
University of Calgary

Email: elena (dot) pikulina (at) ucalgary.ca
Office: 153 Scurfield Hall

Curriculum Vitae

Working Papers

We create a novel dataset identifying the quantity, location, and timing of home sales by national and local U.S. developers in order to study concentration in housing construction markets. Smaller markets and more regulated markets are more concentrated, suggesting the importance of fixed entry or operating costs. Concentration matters, with more concentrated CBSAs having higher prices and lower quantities; developers operating in more concentrated CBSAs are more profitable. Negative price shocks originating in one CBSA cause developers to shrink or exit other markets, thus propagating through the CBSA-developer network, reducing competition and raising prices in connected CBSAs. These patterns provide new evidence on how imperfect competition in housing construction and financial frictions propagate local housing shocks across space.

Presented at: Real Estate Finance and Investment Symposium, University of Cambridge; 1st Annual Workshop in Real Estate Finance, Frankfurt; Asian Finance Association Annual Conference, Seoul; China International Conference in Finance, Hong Kong; AREUEA National Conference, Washington, D.C.

Biased promotions, with Daniel Ferreira and Radoslawa Nikolowa. [Abstract] BibTeX

We present a model of biased promotions: workers differ only by a nonproductive label, “Blue” or “Red,” and firms favor Blue workers in promotion decisions. In equilibrium, worker self-sorting implies (partial) segregation and endogenous firm heterogeneity. Large, high-wage firms offer risky career paths, attracting workers from both groups, whereas small, low-wage firms offer stable careers that attract only Red workers. Promotion biases can benefit firms by weakening workers' outside options and increasing industry profits. The model generates persistent group differences in promotions, earnings, and career trajectories as an equilibrium outcome of competitive labor markets.

Presented at: 2026 NFA, Quebec City; 2026 EFA, Ghent; Conference on Discrimination in the 21st Century: Fostering Conversations Across Fields; CEPR Paris Symposium; 2025 Queensland Corporate Finance Conference; 2025 NBER Organizational Economics Meetings; 2025 FMA Meetings, Vancouver; RAPS/RCFS Europe Meeting, Cambridge; Barcelona School of Economics Summer Forum; 1st Asian Conference on Organizational Economics, HKU

Political divide and partisan portfolio disagreement, with Yihui Pan, Stephan Siegel, and Tracy Yue Wang. R&R at Management Science [Abstract] BibTeX

We introduce a new measure, Partisan Portfolio Disagreement (PPD), which captures the extent to which Democratic- and Republican-leaning investors hold different equity portfolios. We demonstrate how the long-term evolution of PPD can be estimated from county-level portfolio and political differences. Our findings show that PPD among wealthy U.S. households more than doubled between 2001 and 2019. By 2019, 20 cents of every invested dollar differed between the average Democratic- leaning and Republican-leaning direct equity portfolios. Leveraging the staggered county-level entry of Sinclair, a conservative television network, we provide causal evidence that political disagreement drives portfolio disagreement. Further analysis shows that the rise in PPD is driven by a growing number of partisan stocks across industries—particularly politically sensitive and large-cap stocks which have become increasingly partisan over time. Overall, our study suggests that the growing political divide in U.S. society is increasingly segmenting U.S. equity markets along political lines.

Award: WRDS Award for Best Empirical Finance Paper, WFA 2023

Press coverage: Wall Street Journal , The Economist , Financial Times

Presented at: 2025 FMA Meetings, Vancouver; 2025 NFA Conference, Calgary; Sydney Banking and Financial Stability Conference; USC Social and Behavioral Finance Conference; 2023 WFA Meetings, San Francisco; 2023 Eastern Finance Association Meetings, Asheville; 2023 AFFECT Workshop, New Orleans

Recent literature points to individuals having preferences for autonomy, which has two dimensions. The first is an individual’s ability to influence their own outcomes. The second is enjoying a certain degree of non-interference from others. In this paper, we focus on non-interference in pay. We show that most subjects are unwilling to pay to reduce interference from others when this reduction has no instrumental value. That is, they do not have intrinsic preferences for non-interference. However, those who do show such preferences are willing to sacrifice a meaningful part of their pay to reduce interference.

Work in Progress

The cost of financial advice, with Yihui Pan, Stephan Siegel, and Tracy Wang.

Are mandates for affordable housing effective?, with Khalil Esmkhani and Jack Favilukis.

Who you know still matters: Women on boards and firm value, with Renee B. Adams, Daniel Ferreira, and Benjamin Posmanick.

Publications

Ferreira, Daniel and Elena S. Pikulina. Subtle discrimination . Journal of Finance 81 (2026): 329–369. [Abstract] BibTeX

We introduce the concept of subtle discrimination—biased acts that cannot be objectively ascertained as discriminatory—and study its implications in a model of competitive promotions. We show that subtle, as opposed to overt, discrimination has unique implications. Discriminated candidates perform better in low-stakes careers, while favored candidates perform better in high-stakes careers. In equilibrium, firms are polarized: high-productivity firms become “progressive” and have diverse management teams, while low-productivity firms choose to be “conservative” and homogeneous at the top. Subtle discrimination also has unique empirical predictions in contexts such as equity analysis, lending, fund flows, banking careers, and entrepreneurial finance.

Award: Best Paper Award at the CSEF–RCFS Finance, Labor, and Inequality Conference 2023, Capri.

Presented at: Vienna Festival of Finance Theory; 2023 NBER Summer Institute, Personnel Economics; 2023 CSEF–RCFS Finance, Labor, and Inequality Conference; Adam Smith Workshop; NBER Corporate Finance Meetings; 2023 FMA Napa/Sonoma Finance Conference; ESCP Workshop on ESG; 2023 AFA Meetings.

Pan, Yihui, Elena S. Pikulina, Stephan Siegel, and Tracy Yue Wang. Do equity markets care about income inequality? Evidence from pay ratio disclosure. Journal of Finance 77 (2022): 1371–1411. [Abstract] BibTeX

We examine equity markets’ reaction to the first-time disclosure of the CEO-worker pay ratio by U.S. public companies in 2018. We find that firms disclosing higher pay ratios experience significantly lower abnormal announcement returns. Firms whose shareholders are more inequality-averse experience a more negative market response to high pay ratios. Furthermore, during 2018 more inequality-averse investors rebalance their portfolios away from stocks with a high pay ratio relative to other investors. Our results suggest that equity markets are concerned about high within-firm pay dispersion, and investors’ inequality aversion is a channel through which high pay ratios negatively affect firm value.

Award: Best Paper Award, Asian Finance Association Conference 2021, Shandong.

Press coverage: Star Tribune .

Pikulina, Elena and Chloe Tergiman. Preferences for power. Journal of Public Economics 185 (2020): 104173. [Abstract] BibTeX

Power—the ability to determine the outcomes of others—usually comes with various benefits: higher compensation, public recognition, etc. We develop a new game, the Power Game, to demonstrate that a substantial fraction of individuals enjoy the intrinsic value of power: they accept lower payoffs in exchange for power over others, without any benefits to themselves. These preferences exist independently of other components of decision rights, cannot be explained by social preferences, and are not driven by mistakes, confusion, or signaling intentions. We further show that valuation of power is higher when individuals directly determine the outcomes of others, depends on how much discretion one has over those outcomes, and is tied to relationships between individuals. We establish that ignoring preferences for power may have large welfare implications and, consequently, should be included in the study of political systems and labor contracts.

Pikulina, Elena, Luc Renneboog, and Philippe N. Tobler. Do confident individuals generally work harder? Journal of Multinational Financial Management 44 (2018): 51–60. [Abstract]

We study whether individuals who are more confident about their ability exert more effort. In an experiment, we measure confidence and subsequently allow participants to choose how much effort to invest in a task. Greater confidence is associated with greater effort, but the relationship depends on whether confidence accurately reflects ability. The results help distinguish the motivational effects of confidence from the consequences of underlying skill.

Pikulina, Elena, Luc Renneboog, and Philippe N. Tobler. Overconfidence and investment: An experimental approach. Journal of Corporate Finance 43 (2017): 175–192. [Abstract] BibTeX Experimental instructions.

We investigate the relationship between managerial overconfidence and investment using a controlled experiment. Participants make investment decisions after receiving information about their ability. Moderate overconfidence leads to investment decisions that are closer to the optimal level, while severe overconfidence produces excessive investment. The results show that overconfidence can have both beneficial and harmful effects, depending on its magnitude.

Pikulina, Elena, Luc Renneboog, Jenke ter Horst, and Philippe N. Tobler. Bonus schemes and trading activity. Journal of Corporate Finance 29 (2014): 369–389. [Abstract]

We examine how different bonus schemes affect trading activity and performance in an experimental financial market. Participants trade under linear, convex, or threshold-based compensation schemes. Bonus structures significantly affect traders’ willingness to trade, even when additional trading does not improve performance. The results demonstrate that compensation design can encourage excessive trading and influence market outcomes.

Data

Download the pay ratio data from my Journal of Finance paper with Yihui Pan, Stephan Siegel, and Tracy Wang.