A field experiment to study sex and age discrimination in the Madrid labour market

Albert, Rocío; Mangas, Lorenzo Escot; Fernández‐Cornejo, José Andrés

doi:10.1080/09585192.2011.540160

Cited by 88 publications

(60 citation statements)

References 17 publications

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“…Older workers must spend more time and resources finding jobs and firms may lose potential talent through biased recruitment practices. These results support the findings of other field experiments that indicate the existence of ageism in the recruitment process in other countries, such as in the US (Lahey 2008), in Sweden (Ahmed et al 2012), in France (Riach and Rich 2006) and in Spain (Albert et al 2011). …”

Section: Discussion and Implications For Organizations And Social Parsupporting

confidence: 82%

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Drydakis

MacDonald

Bozani

et al. 2017

Shaping Inclusive Workplaces Through Social Dialogue

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in AbstractAddressing population ageing requires a rise in the activity rates of older workers. In this study, a field experiment for the period 2013-2015 in the UK, suggests that age discrimination persists at alarming levels. It shows that when two applicants engage in an identical job search, the older applicant would gain fewer invitations for interviews regardless of her/his experience or superiority for the appointment. The results also suggest that older applicants face higher occupational access constraints for blue-collar jobs than white-collar/pink-collar jobs, and that women face greater age discrimination than men. Worryingly, the outcomes suggest that older applicants gain poorer access to vacancies than younger applicants irrespective of written commitments to equal opportunities. The design of the study suggests that discrimination results from distaste for older applicants, which has not been eliminated by the introduction of anti-discrimination legislation. Eliminating ageism in recruitment requires organizations to adopt more inclusive HR policies at the earliest stages of the recruitment process. Social dialogue has a crucial role to play in shaping inclusive and discrimination free recruitment policies such that shared values and beliefs are not agediscriminatory but rather recognize the strengths and potential of workers from different age groups. JEL Code: C93; C9; J14; J1

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Section: Discussion and Implications For Organizations And Social Parsupporting

confidence: 82%

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Drydakis

MacDonald

Bozani

et al. 2017

Shaping Inclusive Workplaces Through Social Dialogue

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“…For instance, Albert et al (2011) showed that Spanish firms show a substantial fall in interest for 38-years-old candidates compared to candidates aged 24 or 28.…”

Section: Correspondence Experimental Evidence On Age Discriminationmentioning

confidence: 99%

“…By monitoring the subsequent call back, unequal treatment based on this characteristic is identified and can be given a causal interpretation. Based on the application of this experimental setting, high levels of age discrimination are found in Australia, England, France, Spain, Sweden and the United States (Ahmed et al, 2012;Albert et al, 2011;Bendick et al, 1996;Bendick et al, 1999;Gringart and Helmes, 2001;Lahey, 2008;Riach and Rich, 2006a;Riach and Rich, 2007;Riach and Rich, 2010;Tinsley, 2012). However, the (classical) application of the correspondence experimentation framework by the cited former contributions is problematic due to a complication which we label in the present study as the Difference in Post-Educational Years Problem.…”

Section: Introductionmentioning

confidence: 99%

“…Following the latter model, employers may judge individual older workers on group characteristics rather than on their individual merits. Adverse group characteristics of the elderly, at least in the perception of employers, might be: (i) showing less energy, motivation, creativity, flexibility and/or adaptability; (ii) being more difficult to supervise; (iii) having poorer health; (iv) facing obsolescence of their human capital; and (v) having higher salary aspirations (Albert et al, 2011;Bendick et al, 1996;Lahey, 2008;Riach and Rich, 2010).…”

Section: Introductionmentioning

confidence: 99%

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Getting grey hairs in the labour market. An alternative experiment on age discrimination

Baert

Norga

Thuy

et al. 2016

Journal of Economic Psychology

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S Getting Grey Hairs in the Labour ABSTRACT Getting Grey Hairs in the Labour Market: An Alternative Experiment on Age DiscriminationThis study presents a new field experimental approach for measuring age discrimination in hiring. In addition to the classical approach in which candidates' ages are randomly assigned within pairs of fictitious resumes that are sent to real vacancies, we randomly assign activities undertaken by the older candidates during their additional life years between these pairs. When applying this design to the Belgium case, we find that age discrimination is fundamentally heterogeneous by older candidates' career pattern. Older age affects call-back only (negatively) in case older candidates were inactive or employed in an out-of-field job during their additional post-educational years. NON-TECHNICAL SUMMARYWe measured age discrimination in the Belgian labour market. To this end, we sent out fictitious job applications, only differing in age, to real vacancies. We distinguished between older candidates who were (i) employed in an in-field job, (ii) employed in an out-of-field job or (iii) inactive during their additional post-educational years (in comparison to the younger fictitious candidates). We found that revealing an older age decreased the probability of getting invited to a job interview with 65.0% when revealing out-of-field employment and with 41.2% when revealing inactivity. On the other hand, older candidates with more in-field employment had the same hiring chances as their younger counterparts. JEL Classification:C90, C93, J14, J71

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“…After all, older employees' ability to adapt to such a dynamic environment is often doubted by employers, although the evidence is ambiguous (Finkelstein et al 2015). In a similar vein, research indicates that older employees are disproportionally more often subject to layoffs during restructuring measures (Kim and Mo 2014) and have greater difficulty to find a job should they lose their current employment (Ahmed et al 2012;Albert et al 2011). Put differently, older people's competence to fulfill, acquire, or create work for themselves -their employability (Van der Heijde and Van der Heijden 2006) -is questioned, albeit often based on societal sentiments rather than actual evidence (cf.…”

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confidence: 99%

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Froehlich

Beausaert

Segers

2015

Vocations and Learning

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Employees in countries with advanced industrial economies need to continuously develop their competences to sustain their employability -that is, to have a set of competences that enables them to maintain or find an adequate job. But how should efforts to enhance employability progress in the context of the demographic shift? Previous research suggests that employees' perspective about their future working life may influence their motivation to engage in learning activities. The study reported and discussed here investigates how employees' perceptions of the future as a time of opportunities and limitations affects their engagement in learning from others and, in turn, their employability. We tested our model empirically in two Austrian consultancies (n=167). We find that focus on opportunities in the future explains engagement in learning from others and, subsequently, differences in employability. The informants' perspectives about the future may be a helpful alternative to the measurement of chronological age, which is problematic from a conceptual point of view.

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A field experiment to study sex and age discrimination in the Madrid labour market

Cited by 88 publications

References 17 publications

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Inclusive Recruitment? Hiring Discrimination Against Older Workers

Getting grey hairs in the labour market. An alternative experiment on age discrimination

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

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