Age, Women, and Hiring: An Experimental Study

Lahey, Joanna

doi:10.2139/ssrn.2316964

Cited by 110 publications

(185 citation statements)

References 30 publications

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“…Oreopoulos (2011) considers more occupations, but restricts his attention to jobs that required three to seven years of experience and an undergraduate degree, and to applications that possess those qualifications. Lahey (2008) sends resumes only to entry-level jobs, defined as jobs requiring no more than one year of education plus experience.…”

Section: Discussionmentioning

confidence: 99%

“…Similar patterns have been observed for callbacks in U.S. correspondence studies. For example,Lahey (2008) found that younger women were 40 percent more likely to receive callbacks than older women Neumark, Burn and Button (2015). find considerably more age discrimination in hiring against older women than older men in a large resume correspondence study.14 The key conditions are that roughly the same number of ads are targeted at men versus women in the sample as a whole, and that the distribution of men's and women's unobserved relative values across jobs is symmetric.…”

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confidence: 99%

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The Age Twist in Employers' Gender Requests: Evidence from Four Job Boards

Helleseter,

Kuhn,

Shen

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When permitted by law, employers sometimes state the preferred age and gender of their employees in job ads. We study the interaction of advertised requests for age and gender on one Mexican and three Chinese job boards, showing that firms' explicit gender requests shift dramatically away from women and towards men when firms are seeking older (as opposed to younger) workers. This 'age twist' in advertised gender preferences occurs in all four of our datasets and survives controls for occupation, firm, and job title fixed effects. Together, observed characteristics of job ads (including the job title) can account for 65 percent of the twist; within this 'explained' component, just three factors: employers' requests for older men in managerial positions, and for young women in customer contact and helping positions, account for more than half. The latter requests are frequently accompanied by explicit requests for physically attractive candidates. Based on its timing, the remaining portion of the twist, which occurs within job titles, appears to be connected to a differential effect of parenthood on firms' relative requests for men versus women.

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Section: Discussionmentioning

confidence: 99%

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confidence: 99%

The Age Twist in Employers' Gender Requests: Evidence from Four Job Boards

Helleseter,

Kuhn,

Shen

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“…They found robust evidence of age discrimination against older women; however, interestingly, they found much weaker and less robust evidence against older men . Other field experiments (Farber et al , 2016, 2017, 2019; Lahey, 2008a) also found evidence of age discrimination against older women, although these studies did not test for gender differences as their sample was restricted to women . In Table 2, I show means of weeks unemployed between 1962 and 1967 by gender and age using the Annual Social and Economic Supplement (ASEC) of the Current Population Survey (CPS) (also known as the ‘March CPS’) .…”

Section: Introductionmentioning

confidence: 93%

“… 7 7 In studying age discrimination, Lahey (2008a) restricted the sample to women because time out of labor force is less likely to signal negative unobservable productivity. For Farber et al (2016, 2017, 2019), their main objective was to study the impact of unemployment duration on call back rate.…”

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confidence: 99%

Falling Between the Cracks: Discrimination Laws and Older Women

McLaughlin

2020

Labour

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Theories and evidence suggest that older women may experience unique discrimination for being both old and female in the workplace. To provide a remedy for this type of discrimination known as intersectional discriminationlegal scholars argue that age and sex discrimination laws must be used jointly and acknowledge intersectional discrimination (age-plus-sex or sex-plus-age discrimination) as a separate cause of action. Nonetheless, in general, courts have declined to do so even though older women are protected under both age and sex discrimination laws. This raises a concern that age discrimination laws may be ineffective, or less effective in protecting older women. I test this implication by estimating the differential effect of age discrimination laws on labor market outcomes between older women and older men. My findings show that age discrimination laws did far less to improve labor market outcomes for older women than for older men. These results may explain the persistent findings of discrimination against older women in the existing literature and support the legal scholars' argument that older women's intersectional discrimination must be recognized as a separate cause of action. *I am indebted to David Neumark who provided valuable guidance and encouragement during the initial stages of this work. I thank two anonymous referees for helpful suggestions. I am grateful to

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“…For the OECD 11 , these tend to have a negative perception of these workers due to their difficulty in adapting to technological and organisational changes, labour costs, which increase more with age than does productivity, and for the difficulties many companies may face in adjusting the work conditions to labour legislation. Lahey 12 and Neumarket al 13 found evidence of workforce discrimination against older women in the United States, which makes it more difficult for them to find a new job if they lose theirs or wish to change.…”

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confidence: 99%

Saída precoce do mercado de trabalho: aposentadoria ou discriminação?

Camarano

Carvalho

Kanso

2019

Ciênc. saúde coletiva

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Resumo Estudos mostram que, a despeito da queda das taxas de mortalidade e das melhorias nas condições de saúde, os trabalhadores têm saído mais cedo da atividade econômica. Esperar-se-ia que uma vida mais longa aumentasse os retornos aos investimentos em capital humano. A literatura associa a saída precoce do mercado de trabalho à cobertura da seguridade social. O adiamento da idade à aposentadoria é considerado uma alternativa para conter o desequilíbrio fiscal em muitos países. No entanto, estudos sugerem a existência de barreiras que inibem a permanência do trabalhador mais velho na atividade econômica. Entre elas, cita-se o preconceito por parte dos empregadores. O objetivo deste trabalho é buscar entender a não participação de homens brasileiros de 50-64 anos nas atividades econômicas, aí incluídos os que não estão aposentados (nem-nem). São o primeiro grupo a ser afetado pela reforma previdenciária proposta pelo governo. A proporção desses no total desta faixa etária aumentou de 3,5% para 10,2%, entre 1984 e 2017. Baixa escolaridade e piores condições de saúde em relação aos demais homens podem dificultar essa inserção. Isso sugere uma discriminação com relação aos trabalhadores mais velhos e a falta de políticas públicas que visem reforçar a capacidade destes indivíduos para conseguir um emprego.

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Age, Women, and Hiring: An Experimental Study

Cited by 110 publications

References 30 publications

The Age Twist in Employers' Gender Requests: Evidence from Four Job Boards

The Age Twist in Employers' Gender Requests: Evidence from Four Job Boards

Falling Between the Cracks: Discrimination Laws and Older Women

Saída precoce do mercado de trabalho: aposentadoria ou discriminação?

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